5 corporate clichés that are killing your culture (part 3)
Ah, here we are again with my favorite topic. Let’s talk about workplace phrases that are overused and, frankly, make people want to rip their hair out.
At best, these corporate clichés have become meaningless. At worst, they actively confuse people and make them question how genuine their leadership is — and both kill employee engagement and culture.
1. “We need to be more agile.”
What others hear: We didn’t plan properly, and now you have to adapt — fast.
The problem: “Agility” is often used as a fancy term that really means doing as much work as humanly possible. No one clarifies priorities or sets boundaries.
The impact: Employees get whiplash going from one urgent initiative to the next, often without context, support or clarity.
What to do instead: True agility (especially in a project management sense) is the opposite of scrambling. It’s an organized team effort where one thing is achieved at a time. So if you want to be agile, start setting clear priorities and providing the support your team needs.
2. “We’re empowering you to…”
What others hear: You’re on your own. Good luck.
The problem: Ownership without authority or resources is a setup for failure. This phrase is often used when leadership wants their team to achieve big goals, but they don’t want to step in to help.
The impact: Employees feel abandoned, frustrated and hesitant to make decisions because they’ll be blamed for things beyond their control.
What to do instead: If you’re challenging your team and giving them the autonomy and tools they need to succeed, great. But if you’re asking a lot of them without putting them in a position to deliver, don’t slap a false label on it. Just address the reality: “We’re short on resources, so I’d really appreciate if everyone could help pick up the slack until I find a solution.”
Tip: Even if you’re using the word “empower” correctly, it still has the potential to sound… icky. A little too “Rise up, small person!” Stop framing it like a gift you’re giving when it’s really an opportunity they earned.
3. “We’re right-sizing the organization.”
What others hear: We’re cutting people or resources, and we’re trying to make it sound positive.
The problem: Euphemisms like this disguise layoffs, shrinking teams or shifting responsibilities without explanation.
The impact: Trust takes a hit. Employee morale suffers. People start looking for the nearest exit.
What to do instead: Speak plainly. If tough organizational decisions are being made, be honest and transparent. Employees can handle the truth, but they can’t handle needless spin.
Tip: Acknowledging a hard truth is one of five ways you can boost company culture almost instantly.
4. “Let’s not reinvent the wheel.”
What others hear: Your new idea isn’t welcome, even if it might actually be better.
The problem: This phrase discourages new thinking and creativity while pretending to be practical.
The impact: People stop sharing ideas. Teams stick to the status quo, even when it’s clearly broken.
What to do instead: Encourage iteration, not imitation. A process isn’t best just because it’s been around for a decade. A suggestion isn’t bad just because it came from a new employee. That’s why ideas should be evaluated based on their merit, not who they come from or what they’re about.
Tip: If it’s truly not the right time for feedback or new ideas, be clear about it at the outset — that way people know it applies to everyone, and you aren’t shutting down certain people because of personal preference. And when you are ready to collect feedback, do it right with this free guide.
5. “Be a team player.”
What others hear: Do what we say, even if it doesn’t make sense, overextends you or goes against your gut.
The problem: It’s often a guilt trip in disguise, used to enforce conformity rather than encourage collaboration.
The impact: No one wants to be accused of “not being a team player,” so they’ll take on more than they can handle, tolerate behavior they don’t like or stay quiet despite disagreeing with the group.
What to do instead: If you actually want to foster teamwork, do it in a way that still allows for individual freedoms. People can (and should) have common goals at work, but there should be space for everyone to get there in different ways. They should also be comfortable giving feedback along the way without being seen as “ruining the vibe.”
Tip: If your team doesn’t feel like a team at all, here are 9 ways to find common ground so you can move forward better and stronger.
Cut the clichés, build real connections
I’m not saying every person who uses these corporate phrases is bad or disingenuous. But even if people know your intentions are pure (and not everyone does), this language is predictable and exhausting to hear week after week.
If you want employees to actually believe you, stop leaning on clichés. Be clear, honest and accountable. Ask yourself how you’d communicate something if you’d never seen a single workplace email or memo in your life. Tell people what you mean, even if it’s uncomfortable. They’ll respect you more for it.
Don’t miss parts 1 and 2!
Part 1 clichés:
“We’re committed to transparency.”
“Let’s circle back.”
“We hear you.”
“We’re building the plane while flying it.”
“Let’s not point fingers.”
Part 2 clichés:
“This is a priority.”
“Can you just put something together?”
“Let’s take this offline.”
“Let’s stay positive.”
“Change is hard.”
