The 10 Toxic Phrases That Reveal a Poisonous Workplace Culture

Breaking: French workers report health impact from work as experts prepare a live discussion on toxic phrases

Paris, January 19 — A new online event aims to confront a growing concern: workplace health. A recent study finds that 87% of French workers believe their jobs take a toll on their health. The discussion will bring together health and human resources voices to translate the findings into actionable strategies for healthier workplaces.

The session is hosted by EGYM Wellpass (formerly Gymlib) and is scheduled for 11:00 a.m. The panel includes notable figures such as Alexandre Dana and Jennifer Sitruk, who will share insights from the study and offer practical steps to repair and prevent toxic workplace cultures.

The ten phrases that signal a toxic culture—and why they matter

One of the session’s focal points is a set of common workplace phrases that quietly erode well-being. Experts argue that repeating these lines can foster a culture where boundaries are blurred and people suffer in silence. Here are paraphrased examples that attendees will examine during the event:

• “We’re like a family here” — a phrase that can mask a lack of structure and boundaries.
• “We don’t have time for that” — often used to sideline employees or processes that matter to people.
• “We’ve always done it this way” — ends discussion and stifles betterment.
• “Be grateful to have a job” — can function as covert pressure or blackmail.
• “It’s not personal” — frequently used to dismiss genuine concerns.
• “If you’re not happy,you can leave” — undermines constructive dialog and fixes culture.
• “We don’t count hours” — can normalize overwork until it becomes the default rule.
• “You’re too sensitive” — a form of gaslighting that harms morale.
• “We’ll see later” — a pattern that effectively delays addressing problems.
• “You need to be a little charming to advance” — a subtle, inappropriate pressure that can sexualize professional relations.

Experts insist that addressing these phrases is not about policing speech, but about rebuilding a culture that respects boundaries, health, and engagement. A single offhand remark might potentially be harmless; a pattern of similar statements signals a systemic issue that requires leadership, human resources, and employee involvement to repair.

Key facts at a glance

Fact	Detail
Study finding	87% of French workers say their work harms their health
Event date and time	January 19, 11:00 a.m.
Host	EGYM Wellpass (formerly Gymlib)
Primary speakers	Alexandre Dana and Jennifer Sitruk
Topic focus	Transforming toxic workplace narratives into healthier practices

What this means for employers — evergreen guidance

Beyond the headlines, the conversation offers timeless takeaways for building healthier organizations. Leaders should model transparent dialogue, establish clear boundaries, and implement consistent HR processes that protect employee well-being. regular check-ins,realistic workload management,and formal channels for feedback help prevent the emergence of a toxic culture. External research and guidelines on workplace health from reputable sources can support these efforts. For example, the World Health Organization emphasizes safe working conditions and mental health supports, while economics researchers highlight the link between worker well-being and productivity. Learn more about workplace health guidelines.

Practical steps to consider include structured performance conversations, clear policy on overtime, and anonymous reporting channels for concerns. HR leaders are encouraged to document issues, set measurable improvement goals, and share progress with staff to rebuild trust. A healthier culture benefits retention, morale, and overall performance, making early, ongoing intervention essential.

Engage with the conversation

What phrases have you heard at work that quietly shaped the culture? How has your organization addressed concerns about health and well-being in the workplace? share your experiences and thoughts in the comments below. For more context on global workplace health trends, see reports from OECD and WHO.

Stay tuned for post-event insights and practical checklists that translate discussion into action, helping teams thrive rather than endure. share this breaking development with colleagues who might benefit from a healthier, more productive workplace.

Disclaimer: This article provides general information and does not constitute professional health or legal advice. For workplace health concerns, consult qualified professionals.

.### 1. “That’s not my job.”

• why it matters: Shifts duty, discourages collaboration, adn signals a siloed environment.
• Impact on culture: Employees feel isolated, innovation stalls, and cross‑functional projects collapse.
• Practical tip: Encourage “shared ownership” language such as “How can we tackle this together?” during team meetings.

2. “We’ve always done it this way.”

• Why it matters: Stifles change, blocks continuous advancement, and reinforces outdated processes.
• Impact on culture: Adaptive employees leave, while resistant managers cling to legacy systems.
• Practical tip: Introduce a quarterly “process audit” where staff can propose one change without needing prior approval.

3. “You’re overreacting.”

• Why it matters: Invalidates legitimate concerns, especially around harassment, burnout, or inequity.
• Impact on culture: Trust erodes, and whistleblowers become silent.
• Practical tip: adopt a “listen first” policy—train managers to restate the employee’s concern before responding.

4. “It’s just the way the industry is.”

• Why it matters: Normalizes unethical or exploitative practices and discourages industry‑wide reform.
• Impact on culture: Moral disengagement spreads, making compliance training ineffective.
• Practical tip: Highlight case studies where companies successfully disrupted harmful industry norms (e.g., a tech firm adopting a four‑day workweek).

5. “You’ll have to prove yourself.”

• Why it matters: Imposes an endless performance treadmill,frequently enough targeting newer or minority employees.
• Impact on culture: High turnover, reduced psychological safety, and a “prove‑or‑quit” mentality.
• Practical tip: Set clear, measurable goals during onboarding and review them quarterly with constructive feedback.

6. “That’s not a priority right now.” (Used repeatedly)

• Why it matters: Masks lack of strategic direction and can be a covert way to ignore essential work.
• Impact on culture: Employees lose confidence in leadership’s roadmap and deprioritize long‑term projects.
• Practical tip: Maintain a transparent “priority board” that lists current initiatives, owners, and expected timelines.

7. “We don’t have time for that.”

• why it matters: Often a blanket excuse that shuts down training, mentorship, and mental‑health support.
• Impact on culture: Skill gaps widen, and burnout rates climb.
• Practical tip: Allocate a fixed “learning hour” each week for all staff; track participation as a KPI.

8. “Everyone feels the same way.”

• Why it matters: Dismisses diversity of opinion and silences dissenting voices.
• Impact on culture: Groupthink flourishes, and innovative ideas are filtered out before they surface.
• Practical tip: Conduct anonymous pulse surveys after major decisions to surface hidden concerns.

9. “That’s HR’s job, not yours.”

• Why it matters: Creates a protective barrier between employees and HR, discouraging early reporting of issues.
• Impact on culture: Conflict escalation, higher legal risk, and a perception that HR is an enforcement arm rather than a partner.
• Practical tip: train line managers to act as “first‑line advocates” and empower them with confidential reporting tools.

10. “If you can’t handle it, maybe this isn’t the place for you.”

• Why it matters: Threatens employees with subtle termination cues, fostering a climate of fear.
• Impact on culture: Retention suffers, and morale plummets as staff sacrifice authenticity for survival.
• Practical tip: Implement a “progressive support plan” that outlines steps for performance improvement versus punitive measures.

---

Benefits of Spotting Toxic Phrases Early

• Higher employee engagement: Teams that feel heard are 21 % more productive (Gallup, 2023).
• Reduced turnover costs: Replacing a frontline worker costs up to 33 % of their annual salary (SHRM, 2022).
• Improved employer brand: Transparent dialog attracts top talent and boosts LinkedIn follower growth.

---

Quick Action Checklist for Managers

1. Audit language: Review meeting minutes and Slack channels for recurring red‑flag phrases.
2. Replace with neutral alternatives: Use “Let’s explore options” instead of “That’s not my job.”
3. Set a weekly reflection: Allocate 10 minutes at the end of each team stand‑up to discuss any language that felt dismissive.
4. document changes: Log phrase replacements and monitor their effect on employee satisfaction scores.
5. Celebrate progress: Publicly acknowledge teams that adopt healthier communication patterns.

---

Real‑World Example: techco’s Turnaround

• Problem: Employees reported that “That’s not my job” appeared in 73 % of internal surveys, leading to collaboration breakdowns.
• Action: Leadership introduced a “shared responsibility charter” and required every project kickoff to include a mutual‑support clause.
• Result: Within six months, cross‑functional project delivery time dropped 18 %, and the employee Net Promoter Score (eNPS) rose from +12 to +38.

---

Practical Tips for Individual Contributors

• Reframe the conversation: When you hear “That’s not my job,” respond with “How can we solve this together?”
• Document concerns: Keep a brief log of toxic phrases and the context; share it with a trusted mentor or HR if patterns emerge.
• Seek allies: Form a peer support group that meets monthly to discuss language that may undermine a healthy workplace culture.

---