When to Stand Up in the Workplace, and When Not to

The judgment about when to raise one´s voice in the workplace is not entirely unlike the judgment needed to parent a child effectively. Often, the key elements are timing and content. When chosen wisely, raising one´s voice at work may prove a mutually beneficial act for employee and employer both.

No set criteria guide this judgment. Each situation turns on its own unique circumstances. Is the matter at issue one which forms a difficulty or danger in the workplace - whether that danger is physical or otherwise? The tendencies and/or biases of the boss(es) involved, personal perceptions, risk tolerance, etc. are all additional factors.

A key factor in making one´s choice is the knowledge that, when stated correctly, virtually any expression of concern in the workplace may be made ´legally protected speech.´ As such, the speech becomes free from retaliation in a legal sense.

Another key is the manner in which the communication is made. A recommendation that may seem simplistic is this: once action is chosen, the communication should always be dated, and delivered in written form. A copy of the communication should be retained outside the workplace.