HR Soapbox
AHI Home | PublicationsFAQs | Free ReportsLabor Law FormsLabor Law Posters
October 14, 2004
Volume 5, Number 6

In This Issue...  SOME WORKERS GET CARRIED AWAY BY LOFTY LANGUAGE

LIVE AUDIO CONFERENCE!

"Complete COBRA Compliance Under The New Regulations"

Wed., October 27, 2004, 1:00 PM Eastern

** Bonus for attending — you will receive all of the forms you need to be in compliance with the new rules...even those the DOL did not provide models for! **

»»REGISTER TODAY!««

This conference features two interactive Q&A sessions with our COBRA expert, Charles P. Stevens, Esq. And since it's an audio conference, you can participate from the comfort of your office, on any speakerphone, with as many colleagues as you like...all for one low price.

Visit our website to:

1. Register now for only $149!
2. Read more information about the conference.
3. Purchase conference recordings if you are unable to attend the live event.

Or if you prefer to register by phone, please call (800) 879-2441 and mention promo code G04950.


Share The Knowledge GraphicShare The Knowledge:

Forward this newsletter
to a colleague.



Sign Up For AHI's
Free E-Mail Newsletters:

 Employment Law Today
Benefits Alert
HR Soapbox

Use This Link To Sign Up.

SOME WORKERS GET CARRIED AWAY BY LOFTY LANGUAGE

In regard to the imperative issue of written communications for the business setting, the following commentary will explore the infinitely exasperating usage of unnecessary grandiloquent language. Prime example: The sentence you just read. That kind of writing is dry and, often, hard to follow. So why do so many workers, who speak perfectly clear and standard English otherwise, suddenly feel the need to use lots of big words when they put pen to paper (or keyboard to monitor, these days)? And how can we discontinue this practice...I mean, how can we stop it?

Note: E-mail messages have the opposite problem of being overly-informal, so this article does not pertain to that medium.

Some employees, though many years out of school, could be channeling their college days, where highbrow language may have paid off. It's no coincidence that unnecessary loftiness often gets mocked as "25-cent college words" (those multi-syllabic words that can be easily replaced by a more common, one-syllable word). Employees may equate the need to write in a professional manner with writing in an intellectual and academic style. What they need is a wake-up call; someone telling them straight out that this type of writing is not necessary.

Send us your feedback on this topicWhen it comes to written workplace communications, what's more important than showing off knowledge of large words is clarity. You can send any message using big words or small, but the best way for others to actually get your message is by your keeping it simple. Not only does keeping it simple mean fewer syllables, but it usually also means fewer words. Multi-word phrases are just a waste of time because one word will usually do. "In regard to"? What's wrong with "regarding"? "As per your request"? How about "you asked"?

In all fairness, if you would use the same words when speaking to someone, then by all means write that way, too. I don't believe one needs to "dumb down" his/her communication skills (unless others have difficulty understanding you). But if you find yourself purposely trying to increase your written word wattage (and struggling to do so), stop trying so hard. (Unless, of course, your boss or the nature of the communication actually requires it.) Focus on using conversational English, proper grammar, correct spelling, and correct punctuation. Your colleagues will be more impressed with a clear, concise message, than one filled with 25-cent college words.

Good luck, stay legal, and keep it simple!

Gloria Ju
Gloria Ju
Senior Editor

Review past issues of HR Soapbox here.

TOP 5 RESOURCES FOR HUMAN RESOURCES PROFESSIONALS

HR Professionals' Toolkit1.
HR Professionals' Toolkit

This CD-ROM gives you quick yet comprehensive solutions to the toughest HR questions and problems you field every day on topics like: performance appraisals, sexual harassment, discipline, conducting legal background checks, legal pay practices, complying with the Family and Medical Leave Act, overcoming workplace negativity...and more. No matter what urgent problem suddenly lands on your desk, you'll never be blindsided when you have this valuable resource at your fingertips.

Performance Appraisals2.
Performance Appraisals: The Ongoing Legal Nightmare

Shows you the latest methods for conducting employee reviews safely, including what you can — and can’t — say during a performance review, what safeguards you need to deter legal action, how to skirt the most common pitfalls surrounding the appraisal process, and how the courts view comments made on company appraisal records.

Complete Policy Handbook3.
The Complete Policy Handbook

Shows you how to safeguard against the damage that loopholes in your employee handbook can cause. You'll get a CD-ROM containing a complete set of ready-to-print policies for a foolproof manual of your own...policies that have stood up to courtroom challenges...with language that has worked in defending other employers.

Record-Keeping Requirements4.
Employer's Guide To Record-Keeping Requirements

Covers all the records, files, and documents demands made on employers by state and federal laws and agencies; as well as what you must post on company property to stay on the right side of employment laws.

Employee Problem Solver5.
Employee Problem Solver

Gives you a solid mix of practical advice seasoned with legal experience for attacking the problem, not the personality, in difficult situations that you and your managers face every day. Each general problem area is designed to offer immediate practical steps for preventing, attacking, and solving tough personnel problems.

LOOKING FOR A BETTER WAY TO REACH NEW CUSTOMERS?

According to recent industry reports, advertising in highly targeted e-mail newsletters, like HR Soapbox, has been proven more cost-effective than many other traditional advertising methods. Fill out this form and we'll help you determine which advertising opportunities would work best for your organization.

Or you can contact Courtney Cardozo directly by phone at (201) 825-3377, Ext. 121, or by e-mail at ccardozo@ahipubs.com.

Copyright © 2004 by Alexander Hamilton Institute, Inc.
Employment Law Resource Center at www.ahipubs.com
emailnewsletters@ahipubs.com
(800) 879-2441 • 70 Hilltop Road • Ramsey, NJ 07446


Please don't hesitate to forward our e-mail newsletter to your friends and co-workers.
If you have received this e-mail newsletter as a forward, you can sign up by going here.

Questions? Comments? Suggestions? Please contact editorial@ahipubs.com.