This is the second of two posts to coincide with this week’s Scottish Fair Work Festival 2026. Read the first post.

Fair work is defined as “work that offers all individuals an effective voice, opportunity, security, fulfilment and respect”. Effective voice is one of the 5 dimensions of the Fair Work Framework. 

Individuals

In coaching conversations, I have found that people often talk about the impact that organisational challenges have on them as individuals. We can often take on, or internalise, problems that are part of our context or the system we work in. 

So, why is this relevant in a post about ‘effective voice’? When organisations are under pressure – because of change or shrinking resources, for example – I think it becomes harder to hear one another.  And this can have a significant impact on individuals. 

Them and us –> We

Humans are tribal by nature. We know that. In organisational change, for example, it’s easy to think that if ‘they would just do X / stop doing Y’, everything would be better. I don’t think there can be ‘effective voice’ without a strong sense of ‘we’ in an organisation. Although there will be disagreements on what to do and how to do it, people who view themselves as ‘we’ are more likely to feel that everyone has a stake and a voice in finding the best way forward.   

I went on a really thought provoking facilitation training last autumn called Lewis Deep Democracy. We explored how to support teams to hear one another better, to explore all points of view before making a decision.

We took a decision based on a simple vote. I was struck by the care taken after using voting to reach that decision. Rather than those who voted ‘no’ being told (even implicitly) ‘vote over, you lost, tough’, the facilitator / meeting chair says to each no-voter “I’m sorry you lost the vote. We really want you with us. What would it take for you to be ok with the majority decision?” Wow. I can think of a few times I’d have felt a whole lot better (and listened to at work) if I’d be asked that question. 

What can I do today to increase effective voice where I work?

I’m a practical person at heart. Reflecting on my experiences in different roles (as well as on what I’ve learned supporting colleagues), here is what I think could be useful… 

As an employee/colleague: Use your voice, give your suggestions and opinions. At the same time, know that you probably don’t have the full picture and try not to retreat to an expectation that managers and leaders have all the answers. Nobody does. 

As a manager: It can feel tough, like you are being pulled in all directions. Letting go of the idea that you have to – or can – give a fully formed answer and make everything ok for everyone can be really difficult. But important for your sanity. 

As a leader: When things are hard, don’t retreat. Don’t wait until you have all the answers until you speak. Listening to understand is more important than ever. Allowing people to share their thoughts and opinions with you and thanking them for doing so is hugely valuable. You will be a more authentic leader for it. 

Support to nurture effective voice in organisations

If you are leading a team or an organisation, and need support to improve communication, bring employee voice into your day to day work and build a stronger workplace culture, I’d love to talk to you. 

Here is a bit more about what I offer: For organisations 

Why am I writing about this? My background is in organisational communications and engagement, but even with 20 years experience, there were times when effective voice felt like a nebulous concept; part of everything and yet difficult to get hold of. What I take from my experience is that, at its heart, effective voice is about creating space for listening and thinking. In my coaching I see how much people need that, and often are not finding it in their workplace.  Here are my reflections and practical takeaways for people – whether you are currently in a role as an employee, manager or leader. 

Photo by Jason Rosewell on Unsplash