Speaking up at work means being able to raise something that doesn’t feel right, ask a question, share a concern or challenge something that you believe could be better.
It doesn’t have to start with a formal complaint. Sometimes it’s simply saying, “I’m not sure this is right,” or asking for something to be looked at more closely.
Speaking up can be about your own experience, something you have seen happen to someone else, or something that could affect people across your organisation.
Speaking Up Can Take Many Forms
Speaking up isn’t always about reporting serious wrongdoing. It can happen in many different ways, depending on the situation.
You might want to:
- ask a question about something that doesn’t seem right
- raise a concern about how someone is being treated
- challenge a decision or practice
- report something that could affect safety, wellbeing or the quality of services
- share an idea for improving the way things are done
- talk about something that is affecting you at work
- raise a concern on behalf of someone else
The important thing is that you feel able to say something when you believe it needs to be heard.
You Don’t Need to Know Exactly What It Is
One of the things that can make speaking up difficult is not being sure whether what you are experiencing or noticing is something you should raise.
You don’t need to have all the facts, know the right terminology or work out which policy applies before you speak up.
If something doesn’t feel right, it is reasonable to ask a question or talk it through. The person you speak to can help you understand what your options are and what might happen next.
Speaking up early can also give an organisation the opportunity to listen, understand what is happening and take action where it is needed.
Why Speaking Up Matters
When people feel able to speak up, organisations have a better opportunity to understand what is really happening.
Concerns can bring attention to problems that might otherwise go unnoticed. They can also help organisations learn, improve their practices and identify where people may need more support.
Just as importantly, being able to speak up can help people feel listened to and taken seriously.
A healthy speaking-up culture isn’t one where concerns never arise. It’s one where people feel able to raise them and trust that they will be listened to and handled appropriately.
What Makes It Easier to Speak Up?
People are more likely to speak up when they know who they can talk to, what will happen when they do, and that they will be treated fairly.
Clear information and accessible routes for raising concerns can make a real difference. So can having someone independent to talk to when a person isn’t sure where to start.
It also matters what happens afterwards. Listening carefully, communicating clearly and keeping people informed can help build confidence that speaking up is taken seriously.
Creating a culture where people can speak up is not about encouraging people to make complaints. It is about making sure they have a safe and appropriate way to be heard when they need it.
If You’re Thinking about Speaking Up
You don’t have to decide everything before you take the first step.
If something is troubling you, you can start by talking it through with someone you trust. That might be your manager, a colleague, someone in your organisation who is responsible for speaking up, or an independent Guardian.
You can ask questions, explore your options and decide what feels right for you. Speaking up should not mean losing control of what happens next.
The important thing is that you have a way to be heard.
Need to Talk It Through?
If you would like to talk to someone independently before deciding whether to raise a concern, Clear Voice Guardians are available to listen, help you understand your options and talk through what might happen next.
