Knowing When to De-escalate or Disengage from a Situation: Personal Security in Healthcare
DE-ESCALATE OR DISENGAGE? THAT IS THE QUESTION
Workplace violence is a serious issue in healthcare settings, with healthcare workers at an increased risk of experiencing violence from patients, their families, or other staff members. According to the Occupational Safety and Health Administration (OSHA), healthcare workers are four times more likely to experience workplace violence than workers in other industries.
Several factors contribute to the risk of workplace violence in healthcare, including the high-stress environment, long working hours, and close proximity to patients who may be agitated, confused, or under the influence of drugs or alcohol.
DE-ESCALATING A POTENTIALLY VIOLENT OR CONFRONTATIONAL SITUATION CAN BENEFIT HEALTHCARE WORKERS IN SEVERAL WAYS.
First and foremost, de-escalation can help prevent physical harm or injury to the healthcare worker or others involved. When tensions are high, and emotions are running hot, individuals may act impulsively or irrationally, which can lead to violence or other aggressive behaviors. By using de-escalation techniques, healthcare workers can help to calm the situation and prevent it from escalating into violence.
Secondly, de-escalation can help to maintain a positive and supportive relationship between the healthcare worker and the patient or family member. Healthcare workers are often called upon to deal with individuals in distress or experiencing high anxiety levels. Managing these situations effectively can help build trust and confidence between the healthcare worker and the patient.
Finally, de-escalation can help to create a safer and more positive work environment for healthcare workers. When healthcare workers feel confident in their ability to manage potentially volatile situations, they are less likely to experience stress and anxiety on the job. Additionally, a workplace culture that values de-escalation and conflict resolution can foster a sense of teamwork and cooperation among staff members.
Therefore, de-escalation benefits healthcare workers by preventing physical harm or injury, maintaining positive relationships with patients and family members, and creating a safer and more positive work environment.
ON THE OTHER HAND, DISENGAGING FROM A POTENTIALLY DANGEROUS OR VIOLENT SITUATION CAN BE THE CORRECT CHOICE.
Disengaging can help protect the healthcare worker from physical harm or injury. In some situations, such as when a patient or family member is acting aggressively or violently, the safest option may be for the healthcare worker to remove themselves from the situation and seek assistance from security personnel or law enforcement.
Moreover, disengaging can help to prevent the situation from escalating further. There are always signposts along the way. For example, it may be time to disengage when tensions advance upward, reason has taken a backseat, and they begin acting on pure emotions. Even with the best intentions, continuing to engage may only exacerbate the situation and increase the risk of violence or aggression. By disengaging, the healthcare worker can give the individual time to calm down and reflect on their behavior, which can prevent the situation from spiraling out of control.
Additionally, disengaging can help to protect the healthcare worker's mental and emotional well-being. Being involved in a confrontational or violent situation can be traumatic and stressful, and disengaging can help to limit the healthcare worker's exposure to these negative effects.
Finally, disengaging can help create a workplace culture of safety and respect. When healthcare workers are encouraged to prioritize their safety and well-being, it sends a message that the organization values the health and safety of its employees.
As discussed, disengaging from a situation can benefit healthcare workers by protecting them from physical harm or injury, preventing the situation from escalating, protecting their mental and emotional well-being, and promoting a culture of safety and respect in the workplace.
THE DIFFERENCE BETWEEN DE-ESCALATION AND DISENGAGING FROM A SITUATION IN A HEALTHCARE ENVIRONMENT
De-escalation and disengagement are two different strategies that healthcare workers can use to manage potentially volatile or dangerous situations. Although they seem very similar, the context can be very different.
De-escalation involves using communication and conflict resolution techniques to defuse tensions and prevent the situation from escalating further. This can include strategies such as active listening, remaining calm and respectful, demonstrating empathy, and finding common ground. The goal of de-escalation is to maintain a positive and supportive relationship between the healthcare worker and the patient or family member while also keeping the situation under control and preventing harm to anyone involved.
Disengagement involves physically removing oneself from a potentially dangerous or violent situation. This can include seeking assistance from security personnel or law enforcement, finding a safe place to shelter in place, or leaving the area altogether. Disengagement aims to protect the healthcare worker from physical harm or injury and prevent the situation from escalating further.
In some cases, de-escalation may not be practical or safe, and disengagement may be the best course of action. For example, if a patient or family member is becoming physically aggressive and posing an immediate threat to the healthcare worker or others, disengaging from the situation may be necessary to protect everyone's safety.
To summarize, de-escalation and disengagement are two different strategies that healthcare workers can use to manage potentially dangerous or volatile situations. De-escalation involves using communication and conflict resolution techniques to maintain a positive and supportive relationship while keeping the situation under control, while disengagement involves physically removing oneself from the situation to protect from physical harm or injury.
PROTECTIONS IN PLACE THAT WERE BUILT AND DESIGNED TO PROTECT HEALTHCARE WORKERS FROM WORKPLACE VIOLENCE
The Joint Commission
The Joint Commission, which accredits healthcare organizations in the United States, has established standards intended to help protect healthcare workers from workplace violence.
One of the key standards is the requirement for healthcare organizations to have a formal, written workplace violence prevention program. This program should include policies and procedures for identifying and reporting workplace violence and strategies for preventing and responding to violent incidents. Healthcare organizations must also provide education and training to their employees on how to recognize and respond to potential acts of violence.
Another important standard is the requirement for healthcare organizations to conduct a risk assessment to identify potential sources of violence in the workplace. This assessment should consider factors such as the location of the workplace, the nature of the work being performed, and the characteristics of the patient population being served. Based on this assessment, the organization should develop strategies for minimizing the risk of violence, such as implementing security measures, modifying work processes, or providing additional employee training.
The Joint Commission also requires healthcare organizations to track and analyze data related to workplace violence incidents. This data can identify trends and patterns and guide ongoing efforts to prevent and respond to workplace violence.
Finally, the Joint Commission requires healthcare organizations to have a process for reporting and investigating incidents of workplace violence. This includes a mechanism for employees to report incidents and a process for investigating and responding to these reports in a timely and thorough manner.
The Joint Commission standards for healthcare organizations are designed to help protect healthcare workers from workplace violence by requiring the development of formal prevention programs, conducting risk assessments, providing education and training, tracking and analyzing data, and establishing a process for reporting and investigating incidents of workplace violence.
IN SUMMARY: DE-ESCALATE OR DISENGAGE?
Disengaging from a situation may be necessary when there is an immediate threat to your safety or the safety of others. For example, suppose you are in a situation where there is violence or aggression, and you cannot safely intervene or de-escalate the situation. In that case, it may be necessary to disengage and remove yourself from the situation. This can involve physically leaving the area, seeking assistance from authorities or other individuals, or finding a safe place to shelter in place.
On the other hand, de-escalating a situation can be useful when there is a potential for conflict or violence, but it has not yet reached a critical point. De-escalation involves using communication and conflict resolution skills to calm tensions and prevent the situation from escalating further.
In general, it is important to prioritize safety and assess each option's risks and potential consequences before deciding whether to disengage or de-escalate. Seeking assistance from trained professionals, such as law enforcement or mental health professionals, can also help determine the best course of action.
To prevent workplace violence in healthcare, it is important for healthcare organizations to implement comprehensive violence prevention programs. Other strategies that can help prevent workplace violence in healthcare include increasing staffing levels, implementing security measures such as alarms and surveillance cameras, and providing support and resources for employees who have experienced violence, such as counseling services and time off to recover from the trauma.
Overall, healthcare organizations must take proactive steps to prevent workplace violence and create a safe and supportive work environment for their employees.
By Stacie Brown, M.Ed, Manager Security Solutions
