Leadership isn’t just about making big decisions or setting a vision for the team. The way leaders communicate plays a huge role in shaping workplace culture. While some phrases can inspire and motivate, others reveal deeper issues like poor management, a toxic environment, or an unwillingness to take responsibility. Recognizing these red-flag statements can help you spot trouble early and even take steps to address them.
Here are 10 common things leaders say that might seem harmless at first but actually signal bigger problems.
1. “That’s just how we’ve always done it.”
When leaders lean on this phrase, it’s often a sign of resistance to change. While traditions can have their place, clinging to outdated methods can stifle innovation, prevent growth, and frustrate employees who see opportunities for improvement.
Why It’s a Problem
A refusal to adapt can put companies at a disadvantage in competitive industries. Employees may feel unheard when their suggestions for better processes or practices are dismissed.
A Better Approach
Great leaders foster a culture of adaptability. Instead of shutting down ideas, encourage questions like, “How can we do this better?” or “What’s worked in the past, and does it still apply now?”
2. “I don’t have time to explain.”
This phrase often comes across as dismissive, signaling a lack of willingness to communicate effectively. True leadership involves ensuring the team has the clarity they need to succeed.
Why It’s a Problem
Without proper explanations, employees are left guessing, which can lead to mistakes, delays, and feelings of frustration or alienation. A leader unwilling to invest time in their team risks losing trust.
A Better Approach
Even when busy, strong leaders prioritize short, clear instructions or promise to reconnect when time allows. A simple “Let’s pick this up in 10 minutes” works wonders.
3. “You’re lucky to have a job.”
This is one of the most demoralizing things a leader can say. It improperly shifts the power dynamic and suggests employees should feel indebted for something they’ve earned through their skills and hard work.
Why It’s a Problem
Such statements destroy morale, breed resentment, and lead to higher turnover rates. Employees who feel undervalued are unlikely to stay motivated or loyal.
A Better Approach
Acknowledging team members’ contributions and expressing genuine gratitude helps build mutual respect. A leader should focus on creating an environment where employees feel valued, not just “lucky.”
4. “Don’t bring me problems, bring me solutions.”
This may sound empowering, but it can discourage employees from raising legitimate concerns. Not all problems come with obvious solutions, and part of leadership is helping to figure them out.
Why It’s a Problem
This statement can shut down communication and silence those who may feel ill-equipped to propose fixes but have valuable insight into the issue.
A Better Approach
Encourage employees to share problems openly. A productive leader might say, “If you’ve thought of any solutions, I’d love to hear them, but either way, I want to understand what’s happening.”
5. “Leave your personal life at the door.”
This phrase ignores the reality that people aren’t robots. Personal lives and struggles inevitably influence an individual’s mental and emotional state at work.
Why It’s a Problem
Leaders who ask employees to ignore their humanity risk fostering burnout and detachment. It shows a lack of empathy and true understanding of work-life balance.
A Better Approach
Offer support and flexibility where possible. Show empathy by saying, “How can we help you manage things during this challenging time?”
6. “This is non-negotiable.”
While every leader has to enforce rules or decisions occasionally, phrasing it this way signals an authoritarian, uncollaborative management style.
Why It’s a Problem
It shuts down dialogue and idea-sharing, making employees feel like their insights or concerns don’t matter.
A Better Approach
Clear communication goes further than ultimatums. Leaders can explain reasoning behind decisions and invite feedback even when the decision itself is final.
7. “It’s not my fault.”
Blame avoidance is never a good look. When leaders refuse to take responsibility, it discourages accountability at all levels of the organization.
Why It’s a Problem
A “not my fault” attitude fosters a toxic blame game within the team. Employees are more likely to point fingers instead of collaborating to solve problems.
A Better Approach
Strong leaders own up to mistakes and ask, “What can we do to fix this together?” Accountability sets the tone for the entire team.
8. “That’s above your pay grade.”
While there may be hierarchy within a team, this phrase undermines the value of workers’ skills and contributions. It’s a quick way to kill morale.
Why It’s a Problem
Employees want to feel trusted and empowered. This phrase sends the opposite message, suggesting their input or opinions aren’t worth much.
A Better Approach
Instead of dismissing questions outright, say, “Great question. Here’s what I can share with you, and I’ll follow up where needed.”
9. “If you don’t like it, leave.”
This is one of the most toxic phrases a leader can utter. It shows a lack of care for employees’ well-being and fosters an unsupportive work culture.
Why It’s a Problem
Good employees who feel constantly dismissed may take this advice. Turnover not only disrupts workflow but also damages an organization’s reputation for future hires.
A Better Approach
Leaders should aim to understand dissatisfaction, saying something like, “If something’s not working for you, tell me, and we’ll see how we can improve.”
10. “That’s not my problem.”
No matter how specific a leader’s role may be, dismissing issues outright is a glaring sign of poor leadership.
Why It’s a Problem
A key part of leadership involves problem-solving and supporting your team. Saying this leaves employees feeling stranded without the help they need to succeed.
A Better Approach
Even when an issue doesn’t fall directly under their umbrella, a strong leader helps find solutions or connects employees with the right resources. Say, “I don’t handle this directly, but here’s who can help.”
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