Benefits and Compensation, HR Management & Compliance

Implementing Behavioral Intervention Inside the Workplace

Yesterday, we discussed behavioral intervention in the workplace and some of its benefits. Today’s post will highlight more information about how you can begin to develop and execute a behavioral intervention plan and strategy for your organization.

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Here are two major things you can and should do when implementing effective behavioral intervention inside the workplace.

Establish Behavioral Intervention Teams for Each Office and Department

First and foremost, every manager across each department inside your organization should be trained to identify mental health concerns in the workplace. And each should be trained to identify when an employee is exhibiting high amounts of stress. This way, the manager will be able to intervene when an employee is showing negative behavior that could eventually lead to the employee’s harming himself or herself or others.
Once that occurs, you should have each manager form teams in each of his or her departments that also help report when an employee is stressed or showing signs of mental illness. The teams will track “red flags” over time, detecting negative behavioral patterns, trends, and disturbances in individuals or groups.
They will receive and regulate reports of disruptive, problematic, or concerning behavior or misconduct from coworkers, community members, friends, colleagues, etc. And then, they will investigate, perform a threat assessment, and determine the best mechanisms for support, intervention, warning or notification, and response with your assistance and the assistance of consulted therapists and professionals.

Conduct Behavioral Assessments and Threat Assessments

Once your intervention teams are formed, you’ll want to have a strategy for how they will assess reported negative behavior before any additional action takes place, with your assistance as needed.
Be sure to consult licensed therapists, organizational psychologists, and behavior professionals when you do this, or your approach and assessments could wind up doing more harm than good.
To get started, visit The National Behavioral Team Association’s website. There, you will see more information about violence risk assessments and threat assessment tools.
Conducting behavioral assessments will help you and your teams determine whether any intervention needs to take place, as well as what type of behavior intervention might be necessary.
For instance, someone who is showing severe signs of depression might require a much different type of intervention than someone who is displaying signs of rage and anger. And someone who simply needs to manage his or her everyday stress better will need a different intervention than someone who just lost a loved one.
Overall, developing a more inclusive workplace and a more emotionally intelligent workforce might also help prevent certain negative behaviors from occurring frequently inside the workplace. But employees do get stressed and do experience mental illness every day. So, make sure you’re there to help them and implement your behavioral intervention plan with the outlined information above in mind.