Here’s Some Things To Never Say As a Supervisor
Managing employees can be incredibly rewarding, but it also comes with significant challenges—especially in a fast-paced city like Chicago. Between unpredictable weather, demanding business environments, and diverse teams, keeping people motivated requires strong leadership and exceptional patience.
If you manage people in Chicago’s competitive industries—sales, marketing, banking, or tech—you understand these pressures intimately. When stress builds and upper management demands results, patience can evaporate. Supervisors sometimes respond impulsively, saying things they later regret.
Just as employees should choose their words carefully at work, supervisors must be even more mindful. Certain phrases can create toxic work environments, damage morale, and even create legal complications.
Here are five phrases every supervisor should avoid completely.
1. “My name is on the door!”
This statement might be factually accurate, but wielding it as a weapon only demonstrates poor leadership. When supervisors remind employees of their authority this way, it signals a dictatorial management style—one of the least effective approaches to leadership.
Even organizations traditionally known for hierarchical structures, including the military, have moved away from command-and-control leadership models. Modern management research consistently shows that collaborative, respectful leadership produces better results than authoritarianism.
Your title gives you authority, but respect must be earned through how you treat people, not through reminders of your position.
2. “I don’t have time for you right now!”
Few things are more dismissive than telling an employee you don’t have time for them. While supervisors genuinely face demanding schedules, how you communicate your availability matters tremendously.
Rather than brushing people off, acknowledge their request respectfully. Try saying, “I want to give you my full attention. Can we schedule time when I can focus completely on your concerns?” This approach shows respect while managing your time effectively.
The difference between these responses is significant. One makes employees feel valued; the other makes them feel like a burden.
3. “You’re lucky to be here!”
This phrase represents arrogant, narcissistic leadership at its worst. While everyone appreciates having employment, nobody should feel they must grovel for a paycheck or constantly prove their worth to an egotistical supervisor.
This statement creates a power dynamic rooted in fear rather than mutual respect. It suggests employees should be grateful simply for the opportunity to work, regardless of how they’re treated.
If you find yourself saying this to your team, it’s time to examine your leadership approach seriously. Consider seeking career-focused counseling to develop healthier management skills.
4. “Do as I say—not as I do!”
Supervisors who use this phrase are essentially admitting hypocrisy. A common example: taking two-hour lunches while strictly enforcing the one-hour break policy for subordinates.
As a leader, you set the standard. Your behavior establishes workplace norms more powerfully than any policy manual. When you exempt yourself from rules you expect others to follow, you undermine your credibility and authority.
Employees watch what you do far more closely than they listen to what you say. Model the behavior you want to see, or don’t expect compliance from your team.
5. “You are the ONLY one who has this problem!”
This dehumanizing statement essentially tells an employee they’re incompetent. Perhaps the person struggling has encountered a unique technical issue. Maybe they simply need clarification to complete their task successfully.
When you compare employees against each other, you create unnecessary competition and a hierarchy of winners and losers. This approach destroys team cohesion and makes individuals feel isolated in their challenges.
Nobody wants to feel like they’re failing when everyone else succeeds. Instead of making comparisons, focus on understanding the specific obstacle and helping the employee overcome it.
Moving Toward Mindful Leadership
Managing people in today’s demanding work environment is genuinely difficult. You face pressure from above while supporting those below. However, stress doesn’t justify making harmful comments to your team.
If you notice yourself making dismissive or angry remarks frequently, it may indicate larger issues with anger management and stress. Recognizing this pattern is the first step toward positive change.
Consider reading “The Mindful Leader” to develop more productive management approaches through mindfulness practices. One helpful technique: keep a living plant in your office. Having something green nearby can help calm nerves during stressful moments and serves as a gentle reminder that all living things—including the people you supervise—deserve careful handling.
Your words as a supervisor carry enormous weight. Choose them carefully, speak with intention, and remember that your team’s success depends largely on how you make them feel.
Struggling with workplace stress or leadership challenges? 2nd Story Counseling offers career counseling to professionals throughout Chicago, including those in Avondale and the Northwest Side. Our experienced counselors help you develop healthier management approaches, navigate career transitions, and build the leadership skills that create thriving teams.
Whether you’re dealing with work-related stress, seeking to improve your management style, or exploring new career directions, we’re here to support your professional growth. Contact us at 773-528-1777 or visit our website to learn more about our career counseling services.
