“We Just Need Better Communication” Is a Lie

(Okay, maybe not always—but way more often than you think.)

How many times have you heard this in a meeting?

“We just need better communication.”
“If we could just align our messaging, things would be smoother.”
“The real problem here is a lack of communication.”

Sure. Sometimes, that’s true. If no one knows what’s going on, alignment is impossible. But too often, this phrase is used as a convenient scapegoat—one that shifts the conversation away from the real problem: accountability.

Because let’s be honest:

✅ People usually do know what they need to do. They just aren’t doing it.
✅ Expectations often are clear. But no one is enforcing them.
✅ The message has been sent—probably five different ways—but no one is acting on it.

This isn’t a communication issue. It’s an accountability issue. And calling it a "communication problem" is a way to avoid the discomfort of addressing performance, responsibility, and leadership.

What It Looks Like in Action

🚩 “The teams aren’t aligned—there’s a communication gap.”
🔎 Is it a gap in communication, or a gap in follow-through? Are priorities changing too often? Are deadlines slipping? Is ownership unclear?

🚩 “We need more meetings to make sure we’re all on the same page.”
🔎 Are meetings actually solving the problem, or are they a way to create the illusion of action? If people aren’t following through now, more talking won’t fix that.

🚩 “Employees aren’t engaged because they don’t know what’s happening.”
🔎 Or are they disengaged because their input doesn’t matter, decisions get made behind closed doors, and there’s no trust in leadership?

When accountability is missing, people default to “more communication” as the fix. But communication without action is just noise.

So, What’s the Fix?

Instead of throwing out another “we just need better communication” strategy, ask these questions:

✅ Are expectations crystal clear? Not just in theory, but in practice? Is ownership defined? Is success measured?

✅ Is there follow-through? If people don’t meet expectations, what happens? If the answer is “nothing,” no amount of communication will fix it.

✅ Are we reinforcing accountability at every level? Do leaders model accountability? Are they consistent, or are exceptions constantly made for “high performers” or legacy employees?

✅ Is feedback actually acted on? If employees speak up about barriers, do things change? Or does leadership just nod and move on?

Great communication is a byproduct of great accountability. Get accountability right, and you won’t need a million alignment meetings and Slack threads to make sure things get done.

Because the real issue? It’s not what’s being said. It’s what’s being tolerated.