Tell Them: A Communication Philosophy from the People Side of Business

At PCG, we’ve heard it all when it comes to people challenges.

“This employee is just too disengaged.”

“This person isn’t stepping up.”

“No one knows what the expectations are.”

“I wish they’d take more ownership.”

“She’s great, but I’m not sure she knows it.”

And one of our favorite refrains: “I thought they knew.”

We’ve been inspired lately by Mel Robbins’ “Let Them” theory — that beautiful little phrase that gives permission to release control over others’ choices and reactions. Let them ghost you. Let them have a different opinion. Let them be messy, late, loud, quiet.

It’s powerful.

It’s freeing.

It’s healthy.

But in the workplace, sometimes it’s not about letting go. Sometimes it’s about stepping up.

So we’ve got one to add: Tell Them.

We say this a lot to our clients.

Having issues with performance? Tell them.

Don’t think someone’s meeting expectations? Tell them.

Think someone’s doing an amazing job? Please tell them.

An employee asks how they can grow? Tell them.

Need to give feedback, deliver hard news, or set a boundary? Yep. Tell them.

We don’t mean vague hints or passive side comments. We mean clear, respectful, human conversations that help people understand where they stand and where they can go next.

We know it can be uncomfortable.

We know your heart might race a little.

We know your brain might try to rationalize staying quiet.

But silence is not a strategy. And assumptions are not leadership.

So here’s your PCG-approved workplace mantra:

Don’t stew. Don’t avoid. Don’t assume.

Tell them.

We promise it builds clarity.

It builds culture.

And it builds better teams.