Let’s get real about workplace violence in healthcare – and not just the kind that makes headlines. While physical assaults are rising, what’s often missed is the emotional and psychological violence that’s just as damaging. Sabotage, exclusion, undermining – these quieter behaviors are forms of violence too, and they’re happening every day in hospitals, clinics, and long-term care facilities across the country.
In a recent Coffee Break podcast episode, I spoke with healthcare executive Dr. Kelly Austin, who shared her own painful experience with psychological violence in the workplace. What she described wasn’t just conflict or incivility – it was calculated, persistent sabotage that left her questioning whether she could stay in her role.
What Workplace Violence Really Looks Like
When we talk about workplace violence in healthcare, most people picture a patient hitting a nurse. But that’s just one version. Violence can be verbal, emotional, or psychological. It can come from patients, families, or, as in Kelly’s case, from colleagues.
She shared how her leadership was systematically undermined by her own team. Critical information was withheld. She was isolated and made to feel like an outsider in her own department. “I didn’t want to leave,” she said. “But I didn’t feel safe staying.”
Let that sink in. A healthcare leader didn’t feel safe in her own workplace – not because of a threat from the outside, but from within.
Why It Matters
This type of workplace violence in healthcare is dangerous because it’s invisible. It often flies under the radar of HR policies or employee handbooks. Yet it erodes trust, drives burnout, and worst of all – compromises patient care.
When leaders or staff are targeted in this way, communication shuts down. Morale plummets. Good people leave. And who suffers? Ultimately, it’s our patients.
The Role of Culture
Kelly said something powerful in our conversation: “You can’t fix this with structure alone. You need safety first.” And she’s right. A beautifully designed workflow means nothing if your team doesn’t feel psychologically safe.
Culture is either what allows workplace violence to fester – or what stops it in its tracks. “What you permit you promote.” What you ignore you condone.
And here’s the truth: if your organization isn’t actively addressing psychological and emotional violence, it’s likely allowing it.
3 Ways Leaders Can Address Workplace Violence (Beyond Security Guards)
1. Expand the Definition
Make it clear that workplace violence includes emotional and psychological harm – not just physical threats. Sabotage, gossip, silent treatment, exclusion, eye rolls – they all count. Name the behaviors so people can stop normalizing them.
2. Hold Everyone Accountable – Including Leaders
One of the reasons psychological violence persists is that the people doing it are often high performers or in positions of power. That can’t be an excuse. Accountability must apply to everyone.
3. Strengthen Psychological Safety
Psychological safety is the antidote to violence. It’s what allows people to speak up, ask questions, and be honest without fear of retaliation. Foster that culture through consistent feedback, transparency, and leadership development.
Final Thoughts
Workplace violence in healthcare is not just a security issue. It’s also a culture issue. And leaders like you have the power to change it.
Kelly didn’t stay silent. She stayed and helped transform the culture – and now shares her story so others feel less alone. Let’s follow her lead.
Let’s build workplaces where no one – nurse, physician, tech, or executive – feels unsafe showing up to do their job.
Want a simple yet powerful way to counteract workplace violence in healthcare? Reinforce kindness. Our Be Kind Package gives you practical tools to hardwire kindness, respect, compassion, and professionalism into your culture.
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