In a study done in 1995 by the Northwestern National Life Insurance Company, the average days missed after a workplace shooting was thirty for the person whom was shot. For a person who had been beaten, the average days missed was five (http:// www.cdc.gov/niosh/violnonf.html). These days that an employee is allowed to miss, but still be paid for were and still are a great start at making employees feel OK about taking their time and getting comfortable enough for them to return to work. .
But once these employees have found their way back into the office, the real test for an employer is to get the same performance out of them. Their mind is obviously going to be wondering and focusing will be a complicated task for them. This is not always true, but more often then not, employees who have been directly affected will have internal scars that they carry with them for a long while. .
Encouragement is always a great beginning when dealing with employees. Whether you are dealing with a victim of workplace violence or simply new employees, encouragement can never be a bad tool for getting production form employees. But in a special case in which an employer is dealing with an employee who has been a part of workplace violence calls for a more in debt observation and handling. As an employer one of the first steps toward total recovery would be the workload put on the employee. If a person was to come back form a violent incident in the workplace and receive the same exact workload that they were handling before the incident occurred, then they may seem overwhelmed. More is not always better in the workplace. Soothing an individual back into their old role is as necessary as anything. An employer doesn't want to lose an employee because of his or hers carelessness. .
Personal counseling done for the victim would be another step toward personal recovery.