The professional Language that needs to be given feedback

Let’s get one thing straight: language shapes culture. And some of the phrases being thrown around in our workplaces? They’re less “inspiring mantra” and more “soul-crushing slogan” — the corporate equivalent of telling someone on fire to just “be less flammable.”

We hear them every day. They’re printed on PowerPoint. Said in all-hands meetings. Whispered in one-on-ones with that smile that didn’t reach the eyes. And while they might sound motivational at first glance, these buzzword bombs are actually crushing morale faster than a deadline during vacation week.

Let’s break down a few repeat offenders, shall we?

1. “We’re all in the same boat.” 

Oh really? Because it sure looks like some folks are rowing with golden oars while others are duct-taping a hole in the hull with their PTO forms.

Let’s be honest—we’re not all in the same boat. At best, we’re in the same ocean. Some are in yachts. Some are in lifeboats. And some are bobbing on a pool noodle, holding hope and half a coffee.

Saying we’re all in the same boat ignores the real differences in workload, resources, and support. It shuts down empathy and replaces it with corporate gaslighting in the name of "unity."

It's also a power flex bullshit statement. It often comes from a manager who has no clue what the heck is actually going on, on the ground level. They drive the swanky Jag, come in for a coffee and then disappear before the steam has even stopped rising from their coffee. And yet we're the ones who need to be completely all rowing together?

2. “If everyone puts in just 10% more effort…” 

Okay, but... from where exactly?

 Most folks are already operating on fumes, juggling 47 open tabs (literally and mentally), trying not to cry during “quick syncs,” and pretending their back-to-back meetings aren’t the eighth circle of burnout.

The overtime sheets are already full every week.

Telling a burnt-out team to “just give a little more” is like telling someone in a marathon to sprint the last 10 miles—while also handing them someone else’s water bottle and saying “teamwork!”

For many employees, they are already doing 6 days a week and clocking in the extra couple of hours before 8:30 AM and not leaving much beyond 6 pm. When was the last time they had dinner with their wives? But sure, squeeze another 10% out of everyone! 

How about instead we look at 10% fewer meetings? 

Or 10% more resources? 

A look at the recruitment and retention figures?

Radical, I know.

3. “Build, build, build!” 

This one hits especially hard in fast-paced industries. Yes, momentum is exciting. Growth is good. But when the answer to every problem is “build faster, do more, scale endlessly” — without building support systems, rest, or actual sustainability — you're not building a business.

You're building a burnout factory.

It’s like stacking bricks higher on a crumbling foundation and wondering why people keep quitting mid-meeting with their cameras “mysteriously” off forever.

The tale of the foolish man who built his house upon the sand....

Build, build, build - at some point will just come back and bite you in the arse with problem, problem, problem. 

4. “Quiet quitting is just a focus issue.” 

Ah, yes, people setting boundaries and refusing to hustle for free must be... unfocused. It couldn’t possibly be a logical response to being overworked, underappreciated, and paid in pizza parties.

Spoiler alert: Quiet quitting is often not about laziness. It’s about self-preservation in a system that rewards overextension and punishes balance. That culture is so often reflected in poor performances, high turnovers, and a list of open positions that just keeps getting longer. But more so, the culture of a business is reflected in a simple question open to all employees: Do you like working here? No feedback - No one wants to be brave enough to tell you No, and that they already checked out 6 months ago and have been looking for other jobs. 

Blaming employees for quietly quitting is like blaming plants for wilting without water. Maybe try checking the environment/management/ workload before accusing them of poor posture.

5. “Wellbeing isn’t the company’s job.” 

If I had £100 for every time someone tried to split “work life” and “personal life” like they’re two different people living in one body, then I could afford to pay for therapy for them. And all the pizzas!

Mental health is not a weekend hobby. Stress doesn’t vanish at the office door. And telling people to leave their personal lives at home is a quick way to turn your workplace into a pressure cooker. 

ISO 45001 makes it super clear in the wording that Occupational Health and Safety, the whole person and everything that encompasses a person before, during and after their working day. People bring their whole selves to work, whether we like it or not. Ignoring that reality is like ignoring a fire in the break room because it’s not technically on your desk.

Also, yes, it is your job - in fact, it's a legal duty from the HSAWA1974, right under a duty of care. So, go back to basics and check in with your employees. Again, no feedback - then the honesty isn't there, and many will have already quietly quitted and are only in the job until a better opportunity comes along.

So What Now?

It’s time to retire the clichés and start using language that respects people’s time, energy, and actual lives.

Let’s replace “everyone do 10% more” with “what can we take off your plate?” Swap “we’re all in the same boat” for “how can I help with your load?” And instead of accusing people of being unfocused, maybe ask: “What’s burning them out?”

Take a look at trends within the business. Simon Sinek summed it up beautifully - is the biggest problem within the business..... YOU! Is the management the biggest problem in your business?

Success happens for all when people feel valued. Because when you treat people like they matter, morale doesn’t need a pep talk—it thrives on its own.