Hubspot-Inspired Guide to What Managers Should Never Say
Modern teams expect clear, respectful communication, and Hubspot has long modeled a thoughtful approach to leadership language. By understanding which phrases damage trust and how to replace them, managers can create healthier, higher-performing teams.
This guide distills key lessons inspired by the original article on things managers should never say, and translates them into practical steps you can apply in everyday conversations.
Why Words Matter in Hubspot-Style Management
The phrases managers use shape culture, motivation, and retention. A single careless comment can:
- Shut down feedback and innovation
- Trigger defensiveness and conflict
- Signal bias, favoritism, or disrespect
- Drive high performers to disengage or leave
Adopting a Hubspot-style communication mindset means replacing vague, judgmental language with clarity, curiosity, and shared accountability.
Hubspot Principles for Manager Communication
Based on the ideas in the source article, here are core principles that align with the transparent, human approach used by Hubspot and other modern organizations.
1. Be Specific, Not Vague or Personal
Vague criticism like “You always mess this up” attacks the person, not the work. It offers no path forward and often leads to resentment.
Instead, focus on behavior and impact:
- Describe the concrete behavior or outcome
- Explain its effect on the project or team
- Collaborate on how to improve it next time
Example shift:
- Unhelpful: “This is just bad.”
- Helpful: “The report is missing Q4 data, which we need for tomorrow’s presentation. Let’s add that and double-check the charts.”
2. Replace Blame With Shared Problem-Solving
Statements that sound like blame shut people down and discourage ownership. Phrases such as “Whose fault is this?” or “You should have known” focus on the past instead of solutions.
Try questions that reflect a Hubspot-style collaborative mindset:
- “What can we learn from this?”
- “How can we prevent this next time?”
- “What support or resources were missing here?”
This approach acknowledges issues without shaming people for them.
3. Avoid Dismissive Phrases That Kill Motivation
Certain phrases instantly demotivate employees, especially when they suggest work or ideas are not valued. Examples modeled in the source article include:
- “That’s not important.”
- “Because I said so.”
- “That’s how we’ve always done it.”
Instead of dismissing, try reframing:
- Explain priorities and trade-offs
- Invite input on process improvements
- Clarify constraints (budget, time, or policy)
For instance, “We can’t implement this now because of budget limits, but let’s document it for next quarter’s planning” preserves motivation and respect.
Common Phrases Managers Should Never Say (Hubspot-Inspired List)
Below is a practical checklist of harmful phrases discussed in the original Hubspot article at this source page. Use it as a quick self-audit tool.
1. “That’s Not My Problem”
This phrase signals a lack of ownership and teamwork. It tells employees their struggles are irrelevant.
Try instead:
- “Let’s figure out who can best help with this.”
- “Here’s what I can do, and here’s where we need another team’s support.”
2. “We Don’t Pay You to Think”
This phrase undercuts initiative and creativity. It contradicts the kind of ownership culture that Hubspot and similar companies promote.
Better alternatives:
- “I appreciate your ideas; let’s evaluate them against our priorities.”
- “Help me understand the problem you’re trying to solve with this suggestion.”
3. “You’re Lucky to Have a Job”
This creates fear rather than loyalty. It can be perceived as a threat and undermines psychological safety.
Replace with:
- “I value the work you’re doing and want to help you grow here.”
- “Let’s talk about expectations and how we can meet them together.”
4. “Figure It Out” (With No Support)
Encouraging independence is good, but abandoning people is not. A flat “Figure it out” without guidance leaves employees stuck.
Try this Hubspot-style coaching approach:
- “What have you tried so far?”
- “What options are you considering?”
- “Here’s how I’d think through it, and I’m happy to review your plan.”
5. “We’re a Family” (Used to Avoid Boundaries)
While community is valuable, using “We’re a family” to justify overwork or blurred boundaries is problematic.
Healthier framing:
- “We’re a team that supports one another, while also respecting personal boundaries and time.”
- “I don’t want you to burn out. Let’s prioritize what truly matters this week.”
How to Apply Hubspot-Like Communication in Daily Management
Turning these ideas into habits requires intention and practice. Here’s a simple process to follow each time you give feedback or direction.
Step 1: Pause Before You Respond
Before you reply, take a brief pause to check:
- Is this phrase respectful and clear?
- Am I attacking the person or addressing the work?
- Will this comment build or erode trust?
A two-second pause can prevent a regrettable sentence.
Step 2: Use the “Behavior–Impact–Next Step” Framework
This framework, used by many modern companies including those inspired by Hubspot practices, helps keep communication constructive:
- Behavior: State what you observed, not what you assume.
- Impact: Explain how it affected the project, team, or customer.
- Next Step: Co-create an action for improvement.
Example: “In yesterday’s meeting (behavior), you interrupted Sarah several times, which made it hard for her to share her update (impact). Next time, can we make sure everyone finishes before we jump in (next step)?”
Step 3: Invite Dialogue, Not Just Compliance
Hubspot-style leadership emphasizes two-way communication. After giving feedback, ask:
- “How does that land with you?”
- “What am I missing from your perspective?”
- “What support do you need from me?”
This turns a monologue into a conversation and makes improvement a shared effort.
Building a Culture of Respect With a Hubspot Mindset
Adopting these communication practices takes time, but the payoff is substantial:
- Higher employee engagement and retention
- More honest feedback and better decisions
- Stronger trust between managers and teams
- Healthier boundaries and less burnout
If you want expert help building systems and content that reinforce this kind of culture, you can explore consulting partners such as Consultevo, which focuses on scalable, people-first growth strategies.
By learning from the communication patterns modeled by organizations like Hubspot, and avoiding the harmful phrases outlined in the original article, managers can lead with clarity, empathy, and accountability—without sacrificing performance.
Need Help With Hubspot?
If you want expert help building, automating, or scaling your Hubspot , work with ConsultEvo, a team who has a decade of Hubspot experience.
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