The Most Unsettling Workplace Phrase Isn’t a Layoff, It’s This One

We have heard the sentence "we’re still structuring the team" in multiple occasions, which is often used during a change process, and does not seem to provide much clarity. Employees understand that the decision is not yet final when they hear this sentence. The sentence "we’re still structuring the team" creates a waiting situation where the work is still going on but the direction is not yet clear. It is often used as a placeholder in multiple organisations. This sentence means that the leadership is still making decisions regarding the team. In fact, the research cited by Psychology Today states that this kind of ambiguity is common during the change process. The leadership does not have the complete information needed yet. Nevertheless, the lack of information often leads to the creation of uncertainty for the employees rather than the leadership.

This form of vague phrasing has a purpose when seen from a leadership perspective. It allows for flexibility while plans are still evolving and avoids making commitments to decisions that might be subject to change. Leaders often use broad language to manage complexity and reduce immediate tension, as stated by studies in Frontiers in Psychology. Yet, this approach can unintentionally increase concern rather than reduce it without timelines or partial clarity. The psychological impact hits immediately for employees. Uncertainty about roles or job stability creates stress, even if there is no direct threat that is stated. Prolonged ambiguity leads to a reduction in focus and drains cognitive resources, as individuals try to interpret what the lack of information might mean for them personally, according to research highlighted in BMC Psychology.

Some employees increase their effort and hope that more visibility will help in securing their position. Others begin to disengage by conserving energy in an unpredictable environment. Both responses are attempts to regain a sense of control when there aren’t any clear signals. Uncertainty can be discussed openly in teams where employees feel comfortable asking questions. Such environments reduce the negative effects of unclear communication, according to insights from AIHR. Ambiguity remains unaddressed, and stress accumulates quietly when employees hesitate to speak up in a contrasting situation.

However, over time, using phrases like this can have a definite impact on the trust factor. A study done by Frontiers in Organizational Psychology shows that when there is no transparency, it can impact the trust factor. The main point is not the uncertainty in itself; the point is the manner in which the uncertainty is conveyed. When change is required within an organization, uncertainty is a part of the situation. However, the employees need a sense of direction. The gap between the leaders and the employees becomes more apparent when the situation is not explained for a long time. This is where the basic dichotomy between the leaders and the employees comes from. Leaders need to be flexible, and employees need stability, and phrases like ‘we’re still structuring the team’ do not seem to meet the needs of both parties adequately.