Decoding Corporate BS: 27 Phrases That Expose Bad Managers

The Glossy Lies of Bad Bosses, and How to See Through Them

Apr 17, 2025

Some bad managers are easy to spot. They yell, they micromanage, they take credit for other people’s work.

But the more dangerous ones are harder to catch. They’re fluent in a special kind of corporate language — one that sounds reasonable on the surface, but hides a lack of leadership underneath.

They don’t scream. They smile.
They don’t command. They manipulate.
They don’t micromanage. They disappear.

But here’s the trick: their words always give them away.

Over the years, I’ve collected a set of phrases that serve as red flags 🚩— words and statements bad managers use to shield themselves from accountability, commitment, or discomfort.

Some are passive-aggressive. Some are just passive. But all of them tell you one thing: you’re not dealing with a good leader.

Let’s break them down — one by one.

1. “You need to own your career.”

This is often said during performance reviews, when employees ask for support or growth. It sounds empowering, but it’s often used as a way to offload the manager’s responsibility to coach, advocate, or sponsor their team members.

Great leaders share the load. They do expect their people to drive their own development — but they also support them by making introductions, championing them in rooms they’re not in, and creating opportunities. They see it as a partnership, not a handoff.

👉🏼 Takeaway: Yes, you should own your career. But a good manager helps create opportunities, opens doors, and fights for your visibility. Ownership doesn’t mean abandonment.

2. “I trust you to figure this out.”

This sounds like confidence, but it can often be code for “Don’t come to me for help.” When someone is drowning and looking for direction, what they need isn’t blind faith — it’s support.

Great leaders balance trust with presence. They check in (not check out). They offer input. They say, “I trust you — and I’m here if you need a sounding board.” That’s real empowerment.

👉🏼 Takeaway: True trust includes guidance, not just delegation. If you hear this too often, ask yourself: Do they trust me? Or are they throwing me under the bus?

3. “I don’t micromanage.”

Said proudly by managers who often provide zero feedback, no direction, and disappear in the middle of projects. What they call “autonomy” is often just neglect.

Good leaders do get involved — not to control, but to support. They know when to zoom in, when to zoom out, and how to adjust based on the individual’s experience and needs.

👉🏼 Takeaway: The opposite of micromanagement isn’t no management — it’s intentional support.

4. “We need to do more with less.”

Sounds scrappy, right? But too often, this is said after budget cuts or hiring freezes — with zero re-prioritization. It becomes a polite way of saying, “Work harder, with fewer resources, and don’t complain.”

Strong leaders fight for resources — or they adjust the goals. They protect their teams from unrealistic pressure and aren't afraid to say no to unmanageable expectations.

Looking for some inspiration? Check out Death of The Iron Triangle: Why Everything You Know About Cost, Time, and Scope Is Wrong where we discuss what really matters in the modern fast-moving world.

👉🏼 Takeaway: Watch for leaders who glorify burnout in the name of efficiency.

5. “That’s above your pay grade.”

This shuts down curiosity, stifles learning, and sends a clear signal: stay in your lane. Good leaders don’t gatekeep — they grow people.

The best leaders welcome curiosity and provide context. They might not share everything, but they’ll explain what they can, and treat questions as a sign of initiative.

👉🏼 Takeaway: A healthy team asks questions. A threatened manager shuts them down.

6. “It’s just business. Don’t take it personally.”

Usually said right after doing something deeply personal — like denying a raise or reassigning someone’s project. It’s a shield that avoids empathy.

Great leaders acknowledge impact, even when the decision is hard. They say, “This isn’t a reflection of your worth — here’s what I considered, and here’s what I hope we can do next.”

👉🏼 Takeaway: Good leaders can be decisive and human at the same time.

7. “This is a great opportunity for visibility.”

Often code for: “You’re going to do more work, but don’t expect credit, recognition, or a raise.”

Great leaders are transparent about stretch opportunities — and they pair them with real visibility, sponsorship, and support.

👉🏼 Takeaway: Beware of “opportunities” that look a lot like exploitation.

8. “We’re like a family here.”

Said by leaders who often expect emotional loyalty but provide no psychological safety. It’s a way to blur boundaries — and guilt people into compliance.

Great managers build healthy teams — not families. They respect time, boundaries, and feedback. They don’t use emotional manipulation to drive performance.

👉🏼 Takeaway: You’re not a family. You’re a team. Healthy teams respect boundaries.

9. “Let’s take this offline.”

This is the classic deflection. A teammate raises a valid concern — and the manager quickly wants it off the record.

Strong leaders don’t shut down uncomfortable conversations — they manage them. They encourage transparency and model how to disagree respectfully in front of others.

👉🏼 Takeaway: Watch who always wants “offline” chats. It’s often where accountability disappears.

10. “Let’s circle back on that.”

Harmless on the surface. But when said repeatedly without action, it becomes a stall tactic. When you never really “circle back” — the issue just dies.

Effective managers either take action or give a concrete reason why they can’t — and they follow up when they say they will.

👉🏼 Takeaway: Track how many things your manager promises to follow up on. It reveals a pattern.

11. “That’s just the way it is.”

This is used to normalize dysfunction. It’s a lazy way to avoid questioning the system or fighting for improvement.

Great leaders challenge the default. They’re not afraid to say, “That might have made sense once. But does it still serve us today?”

👉🏼 Takeaway: Great managers ask: “Does it have to be this way?” Not just: “It’s always been this way.”

12. “We need team players.”

This gets weaponized against people who speak up. Translation: “We want people who stay quiet and go along with everything.”

Healthy leaders celebrate team players — and they define that as collaboration, not compliance. They want thoughtful disagreement and diverse views.

Check out 15 Wake-up Calls That Every Leader Needs to Hear for some hard-hitting truths you need to hear, sooner than later.

👉🏼 Takeaway: Being a team player doesn’t mean being a doormat.

13. “This is a leadership decision.”

Said when a manager doesn’t want to explain their reasoning. It’s a conversation ender — not a decision-maker. I think this is the The Dumbest Mistake Leaders Make in Communication!

Strong leaders explain the why. They trust their teams enough to provide the context and rationale behind hard calls.

👉🏼 Takeaway: If a leader can’t explain why, they probably don’t understand it themselves.

14. “You should be grateful.”

Used to guilt people into silence. Gratitude is a choice — not a debt.

Good leaders never expect gratitude. They earn it — by doing the right thing, advocating for people, and treating them with dignity.

👉🏼 Takeaway: You can be grateful and still want fairness, growth, and respect.

15. “We’ll revisit your promotion next cycle.”

This is a delay tactic. There’s no plan. Just vague hope.

Great leaders are transparent about growth paths. They give timelines, feedback, and a clear plan of action — not just polite deferrals.

👉🏼 Takeaway: Push for clarity. “What needs to be true for me to be promoted?” is a fair question.

16. “It’s not personal, it’s policy.”

A favorite line when managers hide behind bureaucracy instead of doing what’s right.

The best leaders interpret policies with judgment. They speak up when rules don’t serve people — and they do what’s fair, not just what’s easy. I discuss how bending the rules is part and parcel of a manager’s job in Confessions of a Middle Manager: Secrets, Regrets and Guilty Pleasures.

👉🏼 Takeaway: Policy is a guide, not a shield. Good leaders challenge bad policies.

17. “This is a great learning experience for you.”

Said right before dumping a high-stakes, unsupported task on someone.

Great leaders offer stretch assignments — but they support you through them. They don’t throw you in and walk away.

👉🏼 Takeaway: Growth doesn’t mean sink-or-swim. Stretch should come with support.

18. “The market is quite volatile.”

This statement often shows up in town halls or 1:1s during uncertain times. It sounds like context — but it’s frequently used to shut down conversations about promotions, workload, burnout, or fairness. It’s a fear-laced reminder to be grateful and stay quiet.

Great leaders don’t use market conditions to suppress morale. They tell the truth, but they also inspire confidence. They say, “Here’s how we’re navigating the volatility — and here’s how I’m supporting you.” They build resilience, not fear.

They manage risk methodically, so they’re prepared to handle it when it shows up. Check out The Animal Risk Matrix: How to Spot, Prioritize, and Manage Risks Like a Pro for a framework you can use to spot, prioritize, and manage risks.

👉🏼 Takeaway: Economic uncertainty is real. But it shouldn’t be weaponized to mute your voice or lower the bar on leadership.

19. “You’re not ready yet.”

The go-to excuse for gatekeeping. Vague, unmeasurable, and often untrue.

Strong leaders define readiness. They coach, give targets, and create pathways — not roadblocks. Check out The Cobra 🐍 Effect: How Bad Metrics Drive Bad Behavior (and What to Do About It) for tips on setting goals and metrics the right way.

👉🏼 Takeaway: Ask: “What does ready look like to you?” Force them to define it.

20. “This came from the top.”

Translation: “Don’t question this. I’ve already surrendered.” Weak managers just dump information and act as messengers, which, in my opinion, is The Dumbest Mistake Leaders Make in Communication.

Great managers don’t just deliver top-down messages — they translate them. They add context, ask questions upstream, and represent their team’s views.

👉🏼 Takeaway: Managers aren’t just messengers. They should own and translate leadership vision — not deflect responsibility.

21. “You need to be more visible.”

Often said when someone isn’t getting promoted — but instead of sponsorship, they get vague feedback.

Real leaders create visibility. They name-drop their people in rooms that matter. They advocate publicly. They don’t just suggest “being louder.”

👉🏼 Takeaway: Visibility isn’t just on the employee — it’s the leader’s job to advocate.

22. “We can’t make exceptions.”

Even when a rule makes no sense, it’s easier to be rigid than to be fair.

Strong leaders know when a policy needs bending. They look at the person, not just the process.

Great leaders know that bending the rules may be the “right” thing to do in some cases, as discussed in Confessions of a Middle Manager: Secrets, Regrets and Guilty Pleasures.

👉🏼 Takeaway: Policies are for consistency. Leadership is for judgment.

23. “We don’t have the budget.”

Sometimes true. Often just lazy. A good manager will fight for what matters.

Real leaders ask questions, explore options, and advocate upstream. “No budget” isn’t the end — it’s the beginning of a conversation.

👉🏼 Takeaway: Don’t just accept this. Ask: “What would it take to get the budget?”

24. “I hear you.”

This phrase sounds empathetic. But in the wrong hands, it becomes a way to shut down further conversation without addressing the issue.

Great leaders don’t just hear — they respond. They say, “Thanks for raising this. Here’s what I can do,” or “Let me get back to you.” They make people feel seen — not silenced.

Great leaders use Insight vs Sight when listening to their teams, and making decisions. For a detailed discussion, check out: Sight vs Insight: Are You Leading With Your Eyes or Your Mind?

👉🏼 Takeaway: Listening is only meaningful when it’s followed by care, context, and commitment.

25. “You’re already very senior.”

This is often said when someone asks about growth, scope, or promotion — and it lands like a compliment. But in reality, it can be a dead-end disguised as praise. It signals: "Don't ask for more."

Great leaders don’t use titles or perception as excuses. They recognize that growth isn’t just about hierarchy — it’s about challenge, learning, and impact. They say, “Yes, you’re senior. Now let’s talk about what next-level looks like.”

👉🏼 Takeaway: When someone says you're "already very senior," ask: “So what would growth look like from here?” Don’t let a ceiling be hidden in a compliment.

26. “I encourage difficult questions.”

This one usually shows up in all-hands meetings or town halls. It’s a bold statement, and sounds like a leader who values transparency. But if it’s followed by defensiveness, vague answers, or no questions being taken at all — it’s just for show.

Great leaders don’t just encourage hard questions — they welcome them with openness. They model how to answer with clarity, admit when they don’t have an answer, and follow up. It’s not about the invitation — it’s about how they respond.

Openness and vulnerability are hallmark qualities of great leaders, as discussed here: The 7 Habits of Highly Effective Leaders.

👉🏼 Takeaway: Watch what happens after a leader invites tough questions. That’s where the real culture shows up.

27. “You’re doing great!”

It sounds positive — and sometimes it is. But when this is the only feedback a manager gives, especially over long periods, it becomes empty. It can leave people wondering: What exactly am I doing well? What should I do more of? What’s next?

Great leaders give specific, timely, and actionable praise. They might say, “You’re doing great — especially in how you handled that client escalation last week. That kind of calm-under-pressure is what sets you apart.” That’s how praise becomes a growth engine.

In Cleverness to Clarity: Why (and How) Leaders Should Communicate Clearly (the 2N Formula) I discussed a simple formula you can use to bring clarity into your conversations.

👉🏼 Takeaway: Praise is powerful — but only when it’s precise. Don’t settle for vague validation when what you need is clarity.

Final Thoughts

Leadership isn’t just about strategy, planning, or setting direction.

It’s about the daily stuff: The casual comments. The hallway replies. The throwaway lines in a town hall.

Because in those tiny moments, a leader either builds trust — or breaks it. They either show up with intention — or expose their avoidance.

If you've heard these phrases before, you're not alone. And if you’ve used them before — that doesn’t make you a bad leader. But it does mean there’s room to grow.

The first step is noticing.

Because real leadership isn’t just about what you say, it’s about what you stand for when you say it.

Which one of these phrases have you heard or said before? Let me know in the comments. ✍🏻

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