As a supervisor or manager how do you guide employees during times of change? How can you, as a supervisor or manager, support and guide your team through uncertainty when employees might need guidance? Motivating Language Theory (MLT) suggests that leaders can help reduce stress and keep employees motivated by using clear and supportive language. During these times, people often feel unsure or worried, so leaders can use three types of language to provide stability and encouragement. MLT developed by Dr. Jacqueline Mayfield and Dr. Milton Mayfield, explains how leaders can use their words to encourage and inspire employees, especially during uncertain times when people may feel unsure, stressed, anxious or worried. MLT suggests that by choosing clear and supportive language, leaders can reduce stress, provide stability, and keep employees motivated during times of uncertainty including political shifts, leadership changes, strategic plans, shifting community needs, nonprofit mergers, rapid program expansion, funding changes, natural disasters or economic uncertainty. The theory shows that the way leaders communicate can make a big difference in how engaged and motivated employees feel in their jobs, helping create a more positive and motivating work environment.
Motivating Language Theory (MLT)
The theory identifies three main types of motivating language:
Direction-Giving Language: Direction-Giving Language is clear, task-focused communication that guides employees by setting goals and expectations, making it easier for everyone to understand what steps need to be taken.
Example: "Due to new priorities from our funders, we’re shifting our focus toward expanding mental health services, meaning we’ll be reallocating some resources from other areas. In the coming weeks, each team will review its budget to identify adjustments, and we’ll have a series of meetings to discuss how this impacts each department’s work and responsibilities.
Reflection: How could you use this example as a template for framing direction giving language with employees?
Purpose of Direction-Giving Language: Direction-giving language provides clarity on what’s happening and outlines the steps everyone needs to take. This helps employees understand the practical implications of the funding shift and what their specific responsibilities will be.
Empathetic Language: This type of language acknowledges employees' emotions, shows empathy, and fosters a supportive environment. It builds trust and shows employees that their well-being matters to the leader.
Example: "I understand that a shift like this can bring up a mix of feelings, especially for those whose programs will be impacted by the reallocation. Please know that your hard work in these areas is deeply valued, and this shift isn’t a reflection of that work—it’s a response to evolving community needs and funding trends. My door is open if you want to talk through any concerns, and we’ll be holding check-in sessions to offer additional support."
Reflection: How could you use this example as a template for empathetic language with employees? What uncertainty do your employees feel and how can you use empathetic language to support them?
Purpose: Empathetic language shows awareness of and respect for employees’ emotional responses to the change. It acknowledges potential frustration, disappointment, or worry, offering support and validation while reinforcing that the change isn’t about undervaluing their previous contributions.
Meaning-Making Language: This language connects the employees’ work to a larger purpose, emphasizing the significance of their roles and the impact they have on organizational goals or broader social outcomes.
Example: "Shifting our funding priorities to focus on mental health services allows us to meet a growing need in our community, aligning closely with our mission to provide holistic support. This realignment will enable us to make a deeper impact in mental health, which is a critical area of support that’s been underserved. Your work in making this transition possible will directly contribute to more comprehensive care for our clients."
Reflection: How could you use this example as a template for meaning-making language with employees? What uncertainty do your employees feel and how can you use meaning making language to support them?
Purpose: Meaning-making language connects the change to a broader purpose, emphasizing how it advances the organization’s mission. This helps employees understand the positive impact of the funding shift and how their adaptability contributes to meaningful, mission-driven outcomes.
Bringing it Together
In times of uncertainty, employees, supervisors and managers may feel a range of emotions—anxiety about how changes could affect the organization’s mission or the significant work ahead. These feelings are normal and often come from not knowing what the future holds or how their work might evolve. When changes bring ambiguity, it can create stress and impact both morale and engagement. Employees may find themselves unsure and needing guidance during times of uncertainty. Employees will want to know the path forward from their supervisors, managers and organizational leaders.
Motivating language can be a tool to ease feelings of uncertainty and create a reassuring work environment. Leaders can begin by using direction-giving language, providing clear steps and expectations that help employees understand what is happening and areas of focus. This straightforward guidance can create a sense of structure and clarity, making employees feel more secure about what lies ahead. Alongside this, empathetic language shows understanding for their emotions, building trust by acknowledging the challenges and changes they may be experiencing. To further support a positive atmosphere, meaning-making language can connect these changes to the organization’s mission, helping employees see how their roles remain valuable and impactful. This type of communication can inspire employees by emphasizing the meaningful outcomes of their work, even amid change.
By combining direction-giving, empathetic, and meaning-making language, leaders create an environment where employees feel informed, supported, and motivated by a shared sense of purpose.
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