Be well at work - Not on my watch

I am having an issue at work - who should I talk to?

If you are finding a situation at work difficult, the first person to speak to is normally your line manager. They will be in a position to advise you on your next steps.

If you don't feel able to discuss the situation with your line manager, then you can contact your district People Partner.

Our discipline, grievance and whistleblowing policies also offer guidance to staff on how to confidentially and appropriately raise and resolve an issue. You can find these on our Intranet, via the search function or the People pages.

Is there anyone else I can speak to?

In some circumstances, you may not feel able to speak to a colleague. For this reason, we will be partnering with an independent organisation. They will offer a completely anonymous reporting tool, where you can raise an issue.

The Employee Assistance Programme also remains available for any member of staff to use - offering support for all of life's issues - work related or otherwise.

View the program

SeeHearSpeakUp – confidential reporting

SeeHearSpeakUp is a third-party independent organisation which provides the opportunity for staff to raise workplace concerns or wrongdoing in a safe, secure and supportive environment.

If you are aware of unethical behaviour or forms of malpractice, you are encouraged to report this internally within the service. However, SeeHearSpeakUp provides an alternative, safe and secure reporting option. If you would prefer to report a matter to SeeHearSpeakUp, you can:

Report online https://fileaconcern.org/SYFR

Ring 0800 056 2539

I manage staff - What do I need to know?

If you manage staff, it can be helpful to have some guidance on how to handle certain situations.

We've put together this Manager's Guide to help explain how to handle difficult conversations and the sorts of behaviours we expect all our staff to display.

Really, the advice applies to everyone though, so whether you manage staff or not, please feel free to take a look.

View the guide

I feel angry and upset with someone at work - what should I do?

Sometimes situations can make you or others feel frustrated, angry or upset. But often when we become extremely emotional, we don't actually express much of anything.

To talk about feelings without our emotions hijacking the discussion, try using the phrase: “When you ___, I feel ___.”

This avoids creating a victim and a perpetrator and can be a useful way of resolving a situation calmly and professionally.

How can I be a better ally?

Most people don't realise the enormous power their own simple actions - like speaking-up to address poor language or behaviour - can have when it comes to creating real change.

Being an ally for your colleagues is one of the most powerful things you can do to create a positive workplace culture where everyone can thrive.

We've created an animation here which explains some of the things you can do.

How should I speak up?

Challenge calmly, quickly and decisively.

Be clear, honest and transparent about why you are having this discussion. If it's wrong, it's wrong. Challenge on behalf of others and remember not everyone has the confidence to speak up for themselves.

Stick to the facts.

Tell them it goes against the service's policies, behaviours and human decency.

Don't get drawn into an argument and be a broken record if you have to: “It's wrong, I don't want to hear or see it again”.

Encourage empathy.

Sometimes people understand another point of view better if they can relate it to their own circumstances, or people they know. So if you need to, ask how they would feel if their family member was treated that way.

Agree action.

A constructive conversation should result in some positive actions to rectify the situation, agreed by both of you. Often, this might be a simple apology with a commitment not to engage in that behaviour again.

Not on my watch

We want to be a great place to work - where everyone can bring their whole selves and enjoy happy and fulfilling careers. We won't tolerate anyone who makes others feel uncomfortable at work and have put together some advice for staff if they find themselves in this position.