> A senior director talks about better alignment of their various depts: We need to cut fat and merge, start identifying your bad players

In my experience neither one of those are automatically a sign of impending layoffs. Rather, it's an executive doing their job (getting the organization moving in one direction) in the laziest way possible: by telling their directs to work out what that direction is amongst themselves and come back with a concrete proposal for review that they all agree on. The exec can then rubber-stamp it without seriously diving into the details, knowing that everyone relevant has had a hand in crafting the plan. And if it turns out those details are wrong, there's a ready fall guy to take the blame and save the exec's job, because they weren't the one who came up with it.

Interestingly, this is also the most efficient way for the organization to work. The executive is usually the least informed person in the organization; you most definitely do not want them coming up with a plan. Instead, you want the plan to come from the people who will be most affected, and who actually do know the details.

If the managers in question cannot agree or come up with a bad plan, then it's usually time for layoffs. A lot of this comes down to the manager having an intuitive sense of what the exec really wants, though, as well as good relationships and trust with their peers to align on a plan. The managers who usually navigate this most poorly (and get their whole team laid off in the process) are those who came from being a stellar IC and are still too thick in the details to compromise, the Clueless on the Gervais hierarchy.

On the rare occasions I've used it sincerely in meetings I've always caveated it with some variation of "the real meaning, not the BS one." This never seems to work so I've just dropped it from my verbal lexicon altogether.

So by using such a phrase, underlings signal both how close they are to bigwigs by knowing such a phrase first, and also demonstrate a vote for alignement, by quoting some phrases more and others less. Bigwigs raise status of underlings by repeating and expressing interest in their new phrases.

These phrases come and go in waves. Underlings laughing with them basically signal they are not worthy of attention in the political melee.

When you put enough bafflegab around it, you can almost ignore that you said something unpleasant. Because the part of our brains that processes for emotional content, doesn't process complex language very well. Hence the example with ten paragraphs of complexity to hide the pain of a major lay-off.

After I noticed this, I found that I did this. I reliably use complex language when I don't like what I'm saying. So much so that I could use readability checkers to find discomfort that I was not aware that I had!

And I'm not the only one to notice this. See https://www.youtube.com/watch?v=fpVtJNv4ZNM for George Carlin's famous skit on how the honesty of the phrase "shell shock" over time got softened over time to "post-traumatic stress disorder". A phrase that can be understood, but no longer felt.

Corporations have just developed their own special complex language for this. And you're right. It is emotionally dishonest. That's why they do it.

Pretty shocking belief when you're of courseing all "ICs".

If it was inevitable than the amount and degree of corporate BS would've been stable over the last 5 decades, and across countries and languages.

In reality, it has been anything but, instead showing massive differences across both.

What's specifically interesting about corpo-speak though is it's one of the only version of this (at least that I know of) where it's main purpose is to be euphemistic. In most other fields, the coded language is meant to be more descriptive to the in-group. In management, the coded language is designed to be less descriptive on purpose to avoid the human cost of the decision.

It's dystopian because it follows the same patterns as military language, and serves the same purpose to sanitize unpleasant realities. "Neutralize the target" in military lingo, "Right-size" in corpo-speak. In both cases, the human at the end is stripped of their humanity into a target or resource to be managed (or killed).

Conversely, when someone talks about "decolonizing" a curriculum or "centering" marginalized voices, to me it's a clear statement about who gets to define meaning and whose history counts, but to my Boomer uncle it's incoherent, if not an outright attack.

Is it like when an executive or politician "retires" to spend more time with their friends & family?

Yep. I'm a director now. This is exactly how it is. A big part of being effective in this role is understanding how direct you can be in a given scenario.

A senior manager on reviewing a proposal asks them to synergize with existing efforts: Your work is redundant you're wasting your time.

Option 1 is how I'd say it to a peer whose org is duplicating effort. You can give your advice, but at the end of the day: not my circus, not my clowns.

Option 2 is a more-direct way of how I'd say it to someone in my own org. I'd rephrase to: "Someone else is already doing this; focus your efforts on something more impactful."

And there's blatant bullshit, like paradigm shift, culture building, and so on.

Two categories of execspeak.

"We will actualize a renewed level of cradle-to-grave credentialing" is an example from the article - you can't actualize a level, you can't renew a level either. And "cradle-to-grave credentialing" is at best a bad way to describe some real concept. It's word-salad from start to finish. It's not coded language, it's bullshit.