Free Workplace Violence Survey
50+ Essential Workplace Violence Survey Questions To Ensure Employee Safety
Measuring workplace violence matters because it uncovers hidden risks, empowers proactive prevention, and helps protect your team's well-being. Our workplace violence survey questions are expertly crafted to capture employees' experiences, perceptions, and concerns, giving you the insights needed to build a safer, more respectful work environment. Load our free template preloaded with example questions - or create a custom survey that fits your needs with our online form builder.
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Top Secrets for Building a Reliable Workplace Violence Survey
Launching a Workplace Violence survey starts with a clear "why." You want to uncover blind spots in your culture, measure risk factors and track team sentiment. A sharp, focused survey becomes your roadmap for safe, productive work. When employees see your commitment, they open up - and that's where real change begins.
Start by defining precise goals. Do you need to know how often verbal abuse erupts or which areas feel unsafe? A 2015 Underreporting of Workplace Violence study found 88% of incidents went undocumented, underscoring the need for clear questions. Imagine a hospital that asks staff to rate how often they witness aggression. That simple move can reveal risk hotspots.
Use behavior-specific prompts. Instead of "Do you feel safe?" ask "How often have you observed threats or hostility?" Short, targeted items get honest answers. Combine multiple-choice scales with one open-ended field so team members can share stories. This mix of quantitative and qualitative data brings your results to life.
Sample questions include: "Have you ever felt unsafe at work due to aggression?" and "What actions would make you feel more secure here?" These prompts guide deep insights and spark actionable discussions. You'll learn what's happening and how to fix it.
Once your draft feels solid, run a quick poll among a pilot group. Tweak unclear wording, check timing and confirm anonymity. When you're ready, roll out your survey and see how a well-crafted Violence Survey can transform your workplace culture.
5 Must-Know Tips to Dodge Common Workplace Violence Survey Mistakes
Even seasoned teams stumble when they rush a Workplace Violence survey. Skip vague queries, and you'll miss real threats. Overlook anonymity, and people won't speak up. Knowing these pitfalls helps you design a tool that captures honest feedback and drives genuine improvement.
1. Avoid double-barreled questions. Asking "Do you feel unsafe or disrespected?" forces people into a yes/no that hides details. Break it into two items. 2. Don't mix severity and frequency in one scale. Focus on how often, then ask about impact. Clarity wins every time.
3. Skip the one-size-fits-all approach. A study on public healthcare workers in Yogyakarta notes that nurses and ER staff face different risks (Survey Analysis of Workplace Violence). Tailor your questions to roles. Ask emergency responders about external threats and office teams about peer conflict.
4. Prioritize follow-up. Collecting data without action erodes trust. Share top findings, invite feedback sessions and set clear next steps. That's how a survey becomes a catalyst for change, not just a report that gathers dust.
Sample question: "What training or tools would help you feel safer when handling aggressive situations?" Pair this with a short rating scale and an open box for suggestions. Then dive into next steps - like rolling out your Employee Safety Survey - and watch your culture evolve.
General Workplace Violence Survey Questions
This section gathers foundational data on the frequency and types of violence employees experience or observe. Understanding these baseline incidents helps organizations tailor safety protocols and training. For more detailed incident definitions, see Violence Survey .
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Have you witnessed any physical altercation between coworkers in the past year?
This question measures how often employees observe violence, establishing a clear baseline for incident occurrence and awareness.
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Have you personally been the target of physical violence at work?
Capturing direct victimization helps identify the prevalence of serious incidents and the need for individual support.
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Have you observed aggressive behavior (e.g., shoving, hitting) during work hours?
This clarifies which types of physical aggression are most common and informs targeted training or de-escalation protocols.
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How frequently do you hear threats or warnings of violence in your workplace?
Tracking verbal threats highlights potential escalation points and the general climate of fear or intimidation.
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Have you experienced or seen verbal aggression escalate into physical acts?
Identifying escalation helps assess whether early interventions could prevent more severe incidents.
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Does your workplace record all incidents of violence?
This question evaluates record-keeping practices, which are crucial for analyzing patterns and implementing improvements.
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Are weapons ever present in your work environment?
Determining weapon presence gauges the severity of risk and the level of security measures required.
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Do you feel any area in your workplace is more prone to violence?
Mapping high-risk zones assists in reallocating resources, increasing surveillance, or redesigning spaces for safety.
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Has violence ever disrupted your work routines or productivity?
Assessing impact on productivity helps calculate the operational costs of violent episodes and justify prevention efforts.
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Do you believe physical violence is underreported in your organization?
Understanding perceptions of underreporting highlights trust gaps and potential barriers to accurate incident data.
Psychological Impact of Violence Survey Questions
Focusing on emotional repercussions, this category explores mental health effects after violent incidents. Insights help in designing support programs and monitoring well-being. For guidance on mental health metrics, consult our Workplace Mental Health Survey .
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How often do you feel anxious at work due to fear of violence?
Measuring anxiety levels indicates the psychological burden of perceived threats and helps tailor wellness initiatives.
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Have you experienced nightmares or flashbacks after witnessing workplace violence?
Identifying trauma symptoms reveals the need for mental health services and trauma-informed care within the organization.
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Do you avoid certain colleagues or areas due to past aggressive incidents?
This behavior-based question shows how employees adapt to fear, indicating potential workflow disruptions.
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How severe was the emotional impact when you witnessed or experienced violence?
Severity ratings help prioritize the most affected individuals for counseling or peer support.
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Have you sought counseling related to workplace violence trauma?
Knowing help-seeking behavior informs availability and effectiveness of employee assistance programs.
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Do you feel supported by leadership after violent incidents occur?
Perceived support from management is critical for recovery and trust in organizational commitment to safety.
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Do you experience changes in sleep or appetite after a violent event at work?
Physical health indicators of stress reveal broader impacts on employee well-being beyond the workplace.
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How has workplace violence affected your overall job satisfaction?
Linking violence exposure to job satisfaction helps gauge morale and retention risk.
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Do you notice long-term stress symptoms in your daily tasks after incidents?
Chronic stress assessment supports the need for long-term mental health monitoring and interventions.
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Have you discussed emotional impacts of violence with a manager or HR?
This question evaluates openness and effectiveness of communication channels for addressing trauma.
Reporting and Response to Violence Survey Questions
This set examines reporting channels and organizational responses to violent events. The goal is to assess trust in procedures and improve follow-up measures. Learn more about effective reporting protocols in our Workplace Harassment Survey .
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Are you aware of the official procedure for reporting workplace violence?
Awareness levels indicate the need for communication campaigns or simplified reporting guidelines.
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Have you ever used an anonymous reporting system for violence?
Usage data highlights whether anonymity encourages reporting and addresses fear of retaliation.
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Do you trust management to handle violence reports confidentially?
Trust in confidentiality is essential for accurate reporting and employee safety.
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Were you satisfied with the response time after reporting violence?
Response time satisfaction reflects organizational agility and commitment to employee welfare.
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Did you receive feedback or updates after you filed a violence report?
Feedback loops are crucial for closure, accountability, and reinforcing reporting behavior.
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Have you ever decided not to report violence due to fear of retaliation?
Understanding barriers to reporting helps remove obstacles and improve procedural fairness.
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Is peer support available after reporting an incident?
Peer support availability bolsters emotional resilience and enhances trust in the system.
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Do you know who to contact in case of an immediate violent threat?
Clarity on emergency contacts ensures swift action and minimizes harm during critical events.
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Has your organization conducted training on violence reporting procedures?
Training frequency and coverage are indicators of organizational preparedness and risk reduction.
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Have you seen any changes to policy after multiple violence reports?
Policy evolution assessment gauges organizational learning and responsiveness to incident trends.
Safety Perception and Prevention Survey Questions
Here we evaluate perceptions around current safety measures and prevention strategies. Feedback guides enhancements in training, environment design, and policy. For broader perception metrics, refer to the Safety Perception Survey .
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Do you feel safe at your current workstation or office area?
Perceived safety levels highlight areas for environmental or procedural improvements.
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How would you rate the effectiveness of current violence prevention training?
Effectiveness ratings guide training content updates and delivery method adjustments.
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Are security measures (e.g., cameras, guards) adequate in your workplace?
Assessing security sufficiency pinpoints gaps in physical protection strategies.
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Do hazard assessments include potential for violent incidents?
Integration of violence risks into hazard assessments shows proactive safety planning.
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Have map layouts or signage improved your sense of safety?
Environmental design feedback helps optimize signage placement and evacuation routes.
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Are emergency protocols for violence clearly communicated?
Communication clarity is vital for swift, coordinated responses during violent episodes.
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Do you know how to respond if violence breaks out near you?
Self-efficacy in crisis response can reduce panic and improve incident outcomes.
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Has prevention training reduced your concern about workplace violence?
Linking training to reduced fear validates program effectiveness and supports continued investment.
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Are stress reduction programs part of your violence prevention plans?
Combining mental wellness with prevention addresses both root causes and consequences of violence.
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Would you recommend additional safety resources in your department?
Gathering suggestions drives employee-led innovation and targeted resource allocation.
Harassment and Bullying in Workplace Violence Survey Questions
Combining harassment and bullying modules, this section dives into interpersonal violence forms beyond physical threats. Data informs targeted interventions and culture improvement. See our Bullying Survey for more context.
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Have you been subjected to verbal harassment by a coworker in the past year?
Verbal harassment frequency highlights non-physical violence and its prevalence in daily interactions.
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How often do you witness bullying behavior among staff?
Witnessing rates indicate the broader cultural acceptance of bullying and need for culture change.
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Do you feel bullying is taken seriously by management?
Perception of managerial seriousness affects reporting rates and overall morale.
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Have you experienced or observed discriminatory harassment based on identity?
Discrimination incidents inform diversity and inclusion initiatives within the safety framework.
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Do you avoid certain individuals due to fear of harassment or ridicule?
Avoidance behavior signals persistent fear, impacting collaboration and team dynamics.
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Are there clear policies addressing workplace bullying and harassment?
Policy clarity ensures employees understand boundaries and repercussions for misconduct.
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Have you participated in training on preventing bullying at work?
Training participation rates reflect organizational commitment to behavior change and prevention.
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Do you believe harassment complaints are investigated fairly?
Fairness perceptions shape trust in processes and willingness to engage with reporting systems.
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Has bullying impacted your performance or engagement?
Linking bullying to performance metrics underscores its effect on productivity and retention.
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Would clearer anti-bullying guidelines improve your work environment?
Gathering improvement suggestions drives collaborative policy design and reinforces shared responsibility.
