While attempting to improve relationships and communication within teams, leaders often adopt industry-specific language to convey complex ideas efficiently. Unfortunately, these clichés often miss the mark, creating an even larger gap between managers and their teams. Forbes recently addressed this issue in their article, "20 Pieces Of Popular Workplace Jargon Executives Should Not Use," highlighting the pitfalls of excessive jargon in the workplace. 

Team Leadology’s Carrie Skowronski was featured in this article by Forbes, and since we had so much fun reviewing the list of 20, we’ve identified our top six pieces of workplace jargon that leaders should eliminate to refine their leadership language. Continue reading to delve deeper into these common phrases as we offer our insights on why they hinder effective communication and how to replace them with clearer, more impactful language.

Leadology’s Top 6 Jargon Pet Peeves 

“It's Not Personal, It's Business”

At Leadology, we emphasize in all of our manager training solutions the importance of giving feedback effectively. One crucial guideline we teach is to never say, "It's not personal." In reality, work is deeply personal to most people, as highlighted in Adam Grant's book, ‘Hidden Potential’. 

When someone takes feedback personally, it often means they are taking their work seriously. Therefore, feedback should never feel like a personal attack. Instead, it should be factual and structured around the Situation, Behavior, Impact (SBI) model. This approach ensures feedback is constructive and actionable, helping individuals make meaningful improvements. Remember, while feedback should be professional and objective, it always feels personal to the recipient. Never downplay that by saying otherwise.

“Work-Life Balance”

The concept of "work-life balance" often sets an unattainable standard, placing unnecessary stress on leaders and especially on women. Rather than striving for an ideal balance, a more practical approach is "work-life flexibility." (We also really loved the phrase “work-life harmony,” proposed by Christine Allen of Insight Business Works in the original article). This perspective recognizes that work and personal life will fluctuate, requiring adjustments based on current demands and circumstances. Emphasizing flexibility means leaders can adapt their schedules to meet both professional and personal needs, whether it's handling project deadlines or managing personal commitments. This approach supports a more sustainable and realistic way to integrate work and life, allowing individuals to function effectively without the pressure to achieve an impossible balance.

Workplace “Family”

Referring to your work team as a "family" can be misleading and potentially manipulative. While some organizations may adopt "family" as a core value, this term does not accurately reflect the nature of professional relationships. Unlike family, work relationships are subject to performance and business needs; you can terminate employees, which is not the case with family. Using "family" to describe a team can blur boundaries, creating unrealistic expectations of loyalty and dedication that are more appropriate for personal relationships. This approach might lead to discomfort and blurred lines between professional and personal commitments. It’s crucial to maintain clear distinctions between family dynamics and workplace relationships to ensure a healthy, respectful, and effective work environment.

Using Sports Jargon

Using any kind of sports-related jargon in leadership communication has its merits and faults. While sports analogies and metaphors, including stories of sports heroes, can be inspiring and effective for some, they may not resonate with everyone. For example, in the industries we typically (but not always!) serve such as retail and beauty industries who are typically less interested in sports, these terms can feel exclusionary. It’s important to be mindful of your audience and choose language that is both inclusive and relatable. While sports metaphors and stories of athletes can illustrate valuable lessons, relying solely on them might not engage all team members. Tailoring your communication to fit the preferences and experiences of your audience ensures that your message is well-received and impactful.

Calling Employees “Resources”

Calling employees ‘resources’ can come off as pretty dehumanizing. It reduces people to mere assets rather than acknowledging them as whole individuals with unique contributions. Work is inherently relational; it’s not just a one-way transaction. We need to value and respect the whole person, not just see them as resources to be used. Over the past few years, we’ve seen how crucial it is to build genuine, relational connections with our employees. This approach helps create a more engaged and motivated team.

Strengthen Leadership Communication Skills with Manager Training

In summary, refining your leadership language is key to fostering a more inclusive and effective workplace. By avoiding common pitfalls that actually dehumanize employees, create impossible standards for performance, or blatantly cross boundaries, leaders can communicate more authentically– and, as a result, more effectively. As you refine your leadership language, remember that clear, thoughtful communication not only builds stronger relationships but also drives a more positive and productive work environment. For more insights into improving your leadership approach, explore our various manager training options designed to help you lead with clarity and impact.