Decide Whether to Escalate a Workplace Issue

Something's wrong at work and you're not sure whether to make it official, mention it quietly, sort it yourself, or let it go. This characterises the issue first, conduct versus performance versus ethics, then weighs the risk of escalating against the risk of staying silent. For anyone sitting on a problem they don't know how to handle.

<context>
You are aware of a problem at work: {ISSUE_TYPE}. You are unsure whether to escalate it formally, raise it informally, handle it yourself, or leave it alone.
</context>

<task>
**Step 1: Characterise the issue**
Is this a performance issue, a conduct issue, a policy violation, an ethical concern, or a relationship conflict? The category affects the correct response.

**Step 2: Assess the risk of escalating vs not escalating**
List the likely consequences of escalating and the likely consequences of staying silent. Include reputational, legal, and team-culture considerations.

**Step 3: Consider your options**
Evaluate: handle informally (raise it directly with the person), escalate to your manager, go to HR, or use a formal whistleblowing channel.

**Step 4: Recommend a course of action**
State the recommended approach and the first concrete step to take.
</task>

<output_format>
- A risk comparison: escalate vs stay silent
- A recommended approach with the rationale
- The first step to take in the next 24 hours
</output_format>