Evaluating behaviour

When you are directly involved with a client’s unacceptable behaviour, and when you have been at the receiving end of abuse and/or aggressive behaviour, it is more difficult to report and evaluate their behaviour objectively. It is still very important, however, that you remain as objective as possible in your reporting.

Evaluations provide the most clarity when they are:

  • Specific (so the client can relate to identifiable behaviours or actions)
  • Accurate (so they lead to helpful insights and not to confusion or anger)
  • Informative (so as to give insight into how to do things differently and better next time)
  • Controllable (so they relate to behaviours or actions that the client can change).

(Hiam 2003)

Once you have identified the background of the behaviour then you need to follow your workplace policies and procedures as a guide to evaluating the situation. For example:

  • When did the behaviour begin?
  • What else was happening at the time?
  • Who was present at the time?
  • What type of behaviour is presenting?
  • Is there a risk to the person’s safety and your own safety?
Last modified: Wednesday, 23 September 2015, 2:50 PM