How the HTM2DP Methodology Can Help Prevent Workplace Violence
The HTM2DP methodology (Hire, Train, Motivate, Maintain, Develop, Promote) offers a comprehensive solution to addressing employee management needs while improving overall employee well-being. By focusing on a holistic, people-centric approach throughout the employee lifecycle, HTM2DP helps create a healthier, more supportive work environment, directly reducing incidents of workplace violence. Here's how it works:
1. Hire
Using HTM2DP during the hiring process allows organizations to prioritize candidates who align with the company’s values and culture. This is not to hire people into a cult-like organization but to hire people into a professional and structured one with cultural norms and expectations. The organization is the perceived authority entity that provides the overall structure within which all employees must operate. The hiring process includes selecting individuals with strong interpersonal skills like the ability to communicate instead of act out and emotional intelligence, which can reduce the likelihood of hiring individuals who may contribute to or escalate workplace conflicts.
2. Train
HTM2DP emphasizes continuous training on both technical skills and soft skills, such as conflict resolution, professionalism in the workplace, and individual stress management. By equipping employees with tools to handle difficult situations logically and resolve conflicts peacefully, organizations can prevent many forms of workplace violence, including bullying, aggression, and verbal abuse by management upon subordinates and amongst employee populations. Employees are less stressed when they are equipped with the knowledge and skill necessary to do their jobs well enough to take pride in their own performances.
3. Motivate
The motivation aspect of HTM2DP focuses on leadership exemplifying the desired models, fostering intrinsic motivation wherein employees want to fit the model and creating a supportive environment where employees feel valued, respected, and connected to the organization’s success. Engaged employees who feel motivated are less likely to feel isolated or frustrated, reducing the risk of violence. Recognition and reward systems further help maintain high morale and decrease conflict caused by dissatisfaction. Employees who respect themselves and their leadership are less likely to cause issues.
4. Maintain
A key part of HTM2DP is maintaining a positive work environment by addressing concerns promptly and consistently. Regular monthly or weekly conversations and feedback sessions, employee check-ins, and access to support systems, such as professional counseling, help identify potential issues early, before they escalate into violence. Ensuring employees’ needs are met prevents burnout, dissatisfaction, and resentment—key triggers for workplace aggression. The maintain phase is crucial to leveling employee expectations and reducing occurrences of self-privilege, special privilege and favoritism accusations which fuel resentment in employee populations.
5. Develop
The development phase of HTM2DP focuses on fostering long-term growth and nurturing leadership capabilities at all levels. Strong leaders who manage teams effectively, resolve conflicts, and promote a culture of respect can significantly reduce workplace violence. Leadership training, emphasizing empathy, conflict resolution, and emotional intelligence, equips managers with the skills to address challenging situations before they lead to violent behavior. When employees have a wider view of their place in organizations they are more likely to want to become more useful to the organization and themselves along the way. When employees feel stagnated and lack understanding of their long term fitments within organizations, they may disengage.
6. Promote
Promotion within the HTM2DP model involves recognizing employees for their contributions and advancing them based on merit, skills, and alignment with the organization's values. When employees see that their hard work is valued and that opportunities for advancement are available, they are more likely to remain engaged. This reduces the frustration that can lead to violent behavior. Employees promoted from within who understand the organization's culture are also key in promoting a safe and positive workplace. Other promotion mechanisms such as nepotism, racism, favoritism or "quid pro quo" only produce negative outcomes.
Additional Benefits
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Cultural Alignment: HTM2DP emphasizes cultural alignment and shared values at every stage of the employee lifecycle. This fosters a sense of belonging and respect, reducing interpersonal conflicts and helping employees work cohesively together.
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Continuous Development: Focusing on continuous development prevents stagnation and dissatisfaction, which are common precursors to workplace violence. Employees who grow in their roles are more likely to feel fulfilled and less likely to lash out due to frustration.
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Employee Engagement and Retention: HTM2DP increases employee engagement, which reduces turnover and the emotional toll of underappreciation. Engaged employees are more committed to the organization’s success and contribute to a positive, non-violent work environment.
Conclusion
By integrating the HTM2DP methodology, organizations can create a proactive, sustainable framework that not only addresses the root causes of workplace violence but also fosters a culture of respect, continuous growth, and positive engagement. This people-centric approach can significantly reduce the incidence of workplace violence and its detrimental effects on employee well-being and organizational success.