A Leader’s Guide to Speaking Employee

Employees don’t need leaders to have all the answers. They need leaders to say the real thing, clearly, respectfully, and without hiding behind jargon. When leaders don’t translate strategy into human language, employees do it for them. And they usually translate it with fear. This guide helps leaders close that gap.

LaineGabriel’s Rule of Thumb
If you wouldn’t say it to a person sitting across from you, don’t say it to a team.

Common Phrases and Better Ways to Say Them

1. Financial Pressure

Instead of: “We’re focused on improving margins to ensure long-term sustainability.”
Say: “We need the business to be healthier so we can protect jobs and keep investing in our people.”

Translation effect: It names the why employees care about which is security and stability.

2. Staffing Changes

Instead of: “We’re right-sizing the organization.”
Say: “We’re making difficult staffing changes to match the reality of the business. We know this is hard, and we’ll be clear about what it means and when.”

Translation effect: No euphemisms and no surprises.

3. Efficiency Initiatives

Instead of: “This change will create operational efficiencies.”
Say: “Some work will change, and in some cases that may mean more responsibility. We want to be honest about that.”

Translation effect: It respects employees’ lived experience.

4. Extra Work

Instead of: “We’re asking everyone to lean in.”
Say: “The next few months will take extra effort. We know that adds pressure, and we don’t take that lightly.”

Translation effect: Acknowledgment builds trust.

5. Role Changes

Instead of: “We’re evolving role definitions.”
Say: “Some roles are changing. We don’t have every answer yet, but we’ll share what we know as it becomes clear.”

Translation effect: Uncertainty is easier to handle than silence.

6. Top-Down Decisions

Instead of: “This was decided at the enterprise level.”
Say: “This decision was made above our team, and our job is to explain what it means for you and answer questions honestly.”

Translation effect: It restores leadership presence, even without control.

7. Budget Priorities

Instead of: “We’re prioritizing strategic investments.”
Say: “We can’t fund everything at once, so we’re making choices about where to focus—and we know that affects teams differently.”

Translation effect: It names trade-offs instead of pretending they don’t exist.

8. Process Changes

Instead of: “We’re streamlining to move faster.”
Say: “We’re simplifying how work gets done. If this creates pressure or problems, we want to know so we can fix it.”

Translation effect: It invites feedback instead of resistance.

9. Risky Moves

Instead of: “This will unlock new growth opportunities.”
Say: “This change comes with risk. We’re doing it because we believe it’s necessary, and we’ll adjust as we learn.”

Translation effect: Honesty lowers anxiety.

10. Flexibility Requests

Instead of: “Thank you for your flexibility.”
Say: “We know this affects your day-to-day life. Thank you for adapting while we work to make this more sustainable.”

Why it works: Translation effect: It recognizes impact, not just effort.

The Leadership Check Before You Speak

Ask yourself:

• Would this make sense to someone doing the work?

• Does it acknowledge impact, not just intent?

• Am I saying what’s true, or what’s comfortable?

The Bottom Line

Clear language doesn’t create panic. Vague language does. When leaders speak plainly and humanly, employees stop guessing, stop filling gaps with fear, and start trusting again. That’s how strategy stops living in slides and starts showing up at work.

You speak strategy.
We speak employee.