Too often, subjective language simply cloaks a manager’s personal biases about who belongs or who they prefer to work with. It often comes in the blanket statement, “You’re not a good fit,” which allows managers to get away with making career and hiring decisions based on personal feelings and ill-defined descriptions rather than evidence-based feedback. “This person wasn’t a fit for us,” a manager might say. And how can anyone argue when the standard of who is a good fit has never been objectively defined and the feedback isn’t actionable?
Subjective language is often weaponized when employees diverge in race or gender. Women of color in particular face what researchers call “double jeopardy,” because they deal with both gender and racial biases at work.
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