Try this simple set of steps to guide your team toward clarity and inclusion.

In every organization, communication is the glue that holds the team together. But what happens when that communication becomes mired in jargon, the constant use of hyper-technical acronyms, and other cringe-worthy esoteric language - when plain words would work better? You know what happens: confusion spreads, morale plummets, and the overall employee experience is negatively impacted.

Let's talk about jargon, those excessively complex-sounding words or phrases that seem to be more about impressing peers than communicating effectively. You know you hate it. But do you know what to do about it? The first step is diagnosing the problem. In his recent Star Tribune article, business reporter Brooks Johnson describes some reasons an employee might lean on jargon in the workplace, citing the findings and recommendations of a recent Harvard Business Review study on the subject. In my humble opinion, both pieces should be required reading for hiring managers (and their resident jargoneers).

They know they're doing it. But they don't know they're hurting their credibility more than helping it. 

As executive recruiters, we sometimes bump into talented candidates who nearly drown us in an alphabet soup of acronyms and other “insider” words. They’re smart. They’ve got the goods. But these candidates often scare off hiring managers – not only because they find them unrelatable, but because they recognize the risk that a hire like that will alienate coworkers and create a less inclusive work environment, especially for new team members.

The good news: This is fixable.

Those of us who suffer through the jargon of others know how alienating their language can be. But does the employee realize it? In most cases, incessant use of jargon is less about arrogance and much more about insecurity. Using terms that make others feel uninformed or ignorant is a way of trying to achieve status in the workplace. If your worst offenders are career newbies, the path to improvement can be short and smooth. Talk to them. Follow the steps outlined below and heap on lots of encouragement. Before long, they’ll be capable of clear, effective, credible communication. For more senior managers who have leaned on this deeply alienating habit for a long time, there is still hope. But the road can be a little bumpier.

So, how do we, as managers, navigate out of this jargon jungle to foster a more positive employee experience and thereby increase employee retention? Here are three steps that can work:

Be a Role Model

Start by setting the tone. Use clear, understandable language that communicates effectively rather than serves to confuse or exclude. Show your team that clarity and simplicity trump complexity and obscurity. The Harvard article cites Warren Buffet’s habit of writing his highly respected annual investor letter as if he is talking to his sisters. Both are highly intelligent women who are not actively engaged in the investment world. They have no need to know the insider talk of Buffet’s industry. They do have a need to understand and trust his investment advice. His goal with his letter is to be clearly understood and helpful, not to show off. People love and trust him for it.

Set Clear Expectations

Make it clear that clear communication is critical to your team’s success. Encourage everyone to use language that is inclusive and accessible, promoting a sense of unity and understanding among team members. If you have employees who struggle to let go of their old habits, ask them to use this simple example to check themselves before addressing others:

Imagine you’re a surgeon discussing an important surgical procedure. Are you with other surgeons at a medical conference? Inside that circle, where everyone shares the same language, jargon can be highly efficient shorthand. Or are you explaining this procedure to a patient, who is a rocket scientist (ie just as educated as you, but with no insider knowledge of medical jargon)? Employees who want to truly convey important information will grasp this difference and work to adjust their communication. Employees who are motivated to show off at the expense of clients or colleagues won’t.

Confront and Correct Jargon Use

If you notice an employee repeatedly resorting to jargon that obviously sails over the heads of other people, address it directly. Provide constructive feedback about the importance of clarity and explain how their jargon use undermines team cohesion and productivity.

An inclusive and comfortable workspace is crucial for employee retention. When we eliminate inappropriate jargon, we foster a more transparent, inclusive, and effective workplace environment – and that’s something worth striving for.

At SkyWater Search Partners, we specialize in finding the right talent for the right teams. If you would like to know more about how we can help you build a high-performing, cohesive team, please reach out. We would love to talk!