Welcome back to Relationships At Work – A leadership podcast helping you build workplace connection, improve culture, and avoid blind spots. I’m your host Russel Lolacher

I’m a communications and leadership nerd with a couple of decades of experience and a heap of curiosity on how we can make the workplace better.

This mini-episode is a quick and valuable bit of information to help your mindset for the week ahead.

Inspired by our R@W Note Newsletter, I’m passing on to you…

Corporate Speak Kills Humanity

Have you ever had an experience that became far more profound in hindsight than it felt in the moment?

I remember sitting in the hallway of a conference in a big, comfy chair. Right beside me, in an identical chair, was a well-known speaker in that industry. We were both clicking away on our computers, buried in the work of the day, when a… let’s call her a fan, walked up to talk to him.

You could tell she was excited—this was her chance to make a connection and get a few moments with him. He was polite and approachable, and after introductions, he asked, “What do you do?”

She launched into the most buzzword-heavy, corporate-speak-laden response you can imagine—covering her title, responsibilities, and a lot of impressive-sounding but ultimately vague phrases. It was a word salad—plenty of words, but not much real meaning.

When she finished, there was a pause. Then he asked again: “Yes, but what do you do?”

This time, she stopped. Thought about it. Then answered like a human being. She talked about who she helped, the problems she solved, and why she loved her work. Suddenly, there was a connection—and the conversation grew from there.

That moment has always stuck with me. It’s a perfect example of how leadership gets in its own way when it comes to building relationships. Employees—especially younger generations—see corporate speak as performative and fake. It doesn’t impress them; it damages the credibility of the leader using it.

Because corporate speak isn’t about talking with people—it’s about talking at them. It relies on lazy language, jargon, and buzzwords that make communication robotic and impersonal. People delete these emails.

·       First, because they assume (correctly) that the sender didn’t actually write them—just approved them.

·       Second, because they believe the message has no real substance. Or, if it does, it’s buried in corporate-speak soup.

So why do leaders use it?

·       Lack of confidence – Jargon makes us feel knowledgeable and polished.

·       Avoiding accountability – If we’re vague, no one can pin anything on us.

·       Mimicking others – If corporate speak is how successful leaders sound, it must be right… right?

But here’s the truth: employees hate it. It alienates them when all they really want is clear, straightforward communication.

“Let’s circle back on this.”
“We’re undergoing a strategic shift.”
“This will be a game-changer.”
Ugh.

As I’ve said before, professionalism and corporate speak can be barriers to connection. They strip away authenticity and relatability. Respect, on the other hand, builds bridges—because it allows for humanity and vulnerability.

The Question: How can leaders avoid corporate speak and build relationships?

The Action(s):

·       Use Plain, Human Language – Skip the jargon and buzzwords. Speak the way you would in a normal conversation. You know, like a person. Swap “Let’s leverage our core competencies” for “Let’s focus on what we do best.” Simple, clear language builds trust and ensures everyone understands the message.

·       Be Direct and Transparent – Don’t sugarcoat difficult conversations. Instead of saying “We’re realigning our workforce,” say “We’re reducing staff due to budget cuts.” Employees respect leaders who don’t hide behind corporate fluff.

·       Encourage a Culture of Clear Communication – Set the expectation that clarity matters. If you hear jargon creeping into conversations, ask, “Can you explain that in simpler terms?” This not only improves communication but also encourages critical thinking and accountability.

Our teams want to connect with us—but they can’t if we put up a wall of corporate speak. If workplace relationships are a priority, then relatable, honest, straightforward, NORMAL HUMAN communication has to be what we do.