 "Managers, watch your words")
If you have ever had a bad boss, you probably have a litany of sentences tucked away in your memory that stand out as the red flags that made that manager so terrible to work for. Here I have picked 10 sentences that any manager should be banned from using. If you find these sentences coming out of your mouth as a manager, it might be time to examine your motivations.
"You're lucky to even have a job"
Depending on how the economy is doing any given day, this might certainly be true, but it is an empty threat. As much as the employee is lucky to have a job, remember, you as a manager, too, are lucky to have a qualified candidate. Censure or terminate the employee if things aren't working out, but don't give petty threats.
"This is work; it's not supposed to be fun"
Well, that's a buzz-kill. The misconception here is that all hard work has to be drudgery. People can enjoy and be passionate about all kinds of work. Rather than dismissing this kind of complaint outright, try to see what might be the root cause. Are people not feeling motivated? Do they not feel ownership of their work?
"I don't pay you to think"
You shouldn't stop people from thinking and innovating. Even people in the most menial of jobs might have ideas to improve the process. It is important to listen to employees and respect everyone in the company - from the CEO right down to the janitor.
"I don't make the rules"
While this might be true, it undermines your authority and makes you appear like a puppet of the management. There are different ways to answer a complaint about company policy. You could direct the employee on how to take their complaint to the correct person or take the complaint with the leaders yourself.
"Your job is what I say it is"
Disregarding an employee's priorities to deal with your crisis of the moment is disrespectful and conveys an impression that you don't have your act together when it comes to managing projects and priorities. Rather than just reassigning people, explain why you need them to shift directions and how their current projects will be affected.
"This is the way we have always done things"
Just because you've done something the same way for years doesn't mean there's not a better way. Examine your hesitations along with the validity of a proposal.
"I don't have time but I'll think about it"
Translated: "I don't really care what you think, and I'm going to do what I feel is right." Rather than give someone lip service or false hope that their thoughts have been heard, why not try really hearing them. You could just as easily say something along the lines of, "Thank you. You have given me a lot to think about."
"I got an anonymous complaint…"
Anonymous complaints are the spark that can light a conflagration of interoffice politics and resentment. By calling it out, you're signalling to your employees that either you want to find out who made the complaint or you want them to - and if it was made anonymously, there's probably a reason. Avoid mentioning that someone made a complaint at all, if possible, and take the burden on yourself by saying something like, "I've noticed," or "It has come to my attention," to avoid creating a scapegoat.
"Sounds like a personal problem"
Personal problems become work problems when they start to affect an employee's performance. If someone is routinely coming late to work because of a problem at home, that problem has become your problem. A good manager will help employees brainstorm solutions rather than just throwing it back at them and expecting them to manage it on their own.
Words have tremendous power, and what we say - and how we communicate - is important. You might think you are a good manager because but if you use any of the aforementioned sentences, it indicates you're certainly not.
"You're lucky to even have a job"
Depending on how the economy is doing any given day, this might certainly be true, but it is an empty threat. As much as the employee is lucky to have a job, remember, you as a manager, too, are lucky to have a qualified candidate. Censure or terminate the employee if things aren't working out, but don't give petty threats.
"This is work; it's not supposed to be fun"
Well, that's a buzz-kill. The misconception here is that all hard work has to be drudgery. People can enjoy and be passionate about all kinds of work. Rather than dismissing this kind of complaint outright, try to see what might be the root cause. Are people not feeling motivated? Do they not feel ownership of their work?
"I don't pay you to think"
You shouldn't stop people from thinking and innovating. Even people in the most menial of jobs might have ideas to improve the process. It is important to listen to employees and respect everyone in the company - from the CEO right down to the janitor.
"I don't make the rules"
While this might be true, it undermines your authority and makes you appear like a puppet of the management. There are different ways to answer a complaint about company policy. You could direct the employee on how to take their complaint to the correct person or take the complaint with the leaders yourself.
"Your job is what I say it is"
Disregarding an employee's priorities to deal with your crisis of the moment is disrespectful and conveys an impression that you don't have your act together when it comes to managing projects and priorities. Rather than just reassigning people, explain why you need them to shift directions and how their current projects will be affected.
"This is the way we have always done things"
Just because you've done something the same way for years doesn't mean there's not a better way. Examine your hesitations along with the validity of a proposal.
"I don't have time but I'll think about it"
Translated: "I don't really care what you think, and I'm going to do what I feel is right." Rather than give someone lip service or false hope that their thoughts have been heard, why not try really hearing them. You could just as easily say something along the lines of, "Thank you. You have given me a lot to think about."
"I got an anonymous complaint…"
Anonymous complaints are the spark that can light a conflagration of interoffice politics and resentment. By calling it out, you're signalling to your employees that either you want to find out who made the complaint or you want them to - and if it was made anonymously, there's probably a reason. Avoid mentioning that someone made a complaint at all, if possible, and take the burden on yourself by saying something like, "I've noticed," or "It has come to my attention," to avoid creating a scapegoat.
"Sounds like a personal problem"
Personal problems become work problems when they start to affect an employee's performance. If someone is routinely coming late to work because of a problem at home, that problem has become your problem. A good manager will help employees brainstorm solutions rather than just throwing it back at them and expecting them to manage it on their own.
Words have tremendous power, and what we say - and how we communicate - is important. You might think you are a good manager because but if you use any of the aforementioned sentences, it indicates you're certainly not.
The author is Bernard Marr, consultant in strategic performance, analytics, KPIs and big data. Re-printed with permission. Link: https://www.linkedin. com/ pulse/10-sentences-good-managers-never-say-ever-bernard-marr?trk=prof-post