By Wendy L. Patrick
Saturday, September 5, 2026 at 7:30 a.m. EDT
Workplace violence has become a household term in recent years as laws evolve to address publicized incidents of mass shootings and violence. Yet within individual work environments, when tempers run high, there are effective methods to de-escalate tensions—especially when initiated by respectful peers and colleagues.
Many people admit that the best candidates to calm them down when upset are trusted family and friends. However, because someone who becomes irate in the workplace is unlikely to have immediate access to their intimate circle of influence, trusted colleagues and peers may be the next best option.
A 2025 study by Ivana Vranjes et al. examined how bystander intervention affects interpersonal workplace aggression. They found that the effectiveness of such interventions depends on the aggressor’s response, which is likely shaped by their relationship with the intervenor. The researchers emphasized that organizations should train bystanders to consider four key factors when addressing hostile behavior: (1) the perpetrator’s level of commitment to the behavior—such as whether it is intentional; (2) the timing and manner of intervention—whether to address it in the moment or after the fact; (3) whether the perpetrator values moral conduct and expected behavior; and (4) the relationship and relative power dynamics between the bystander and the aggressor.
Vranjes et al. report that constructive interventions—which reduce a perpetrator’s sense of identity threat while maintaining their moral and relational identity—are more likely to be effective. These approaches also decrease the risk of retaliation, particularly when the intervenor has less power than the aggressor. One significant benefit is that such interventions provide perpetrators with an opportunity to reconsider and reconstruct their behavior, reducing the potential for future aggression.
However, the study cautions that constructive interventions are only appropriate when aggression has not caused severe harm. In cases involving serious aggression—such as bullying—the situation may require formal action by a more powerful individual. The researchers also note that while some aggressors respond defensively and escalate hostility, others may adopt restorative approaches, such as apologizing to their victims. Additionally, the reactions of others and the passage of time can influence an aggressor’s initial response. Bystanders are encouraged to proactively plan how they would address peers and colleagues before conflicts arise.
