5 Toxic Corporate Phrases That Need to Be Retired ASAP

?? Welcome back to the Dreaming + Doing Sunday Digest, where we come to restore, reflect, and prepare for the week ahead.

Last week , we explored the moment of clarity that comes when you know it’s time for a change. Whether it’s a sudden realization or a slow burn, fully trusting yourself to move on from what’s no longer serving you is powerful. But what happens when red flags pop up during the job search? Too often, we hear corporate jargon that makes us second-guess our gut instincts. Don’t let the glittery promises fool you—no salary or title is worth sacrificing your peace. So, as you continue exploring new opportunities, let’s talk about the top five toxic phrases companies need to retire now. If any of these come up in an interview, it’s a sign to keep it moving and not negotiate against yourself.Let’s break down the top five toxic phrases corporate companies need to retire—ASAP.

1. Drinking from a fire hose.?

Drinking from a fire hose is a common term heard in many corporate spaces without batting an eye. It describes the experience of being overwhelmed by the amount of new information you’re presented with while also attempting to understand, recall, and apply it in a new role. I remember when I first heard this phrase from my manager. She said it as though it’s been used at the company many times; it was their mantra.

Drinking from a fire hose evokes a sense of pride for many grind-driven companies as it promotes a badge of honor if you can successfully take in large amounts of new information and implement it without fail. It’s a straight path to burnout from the self-induced pressure to perform, especially when you’re a new employee. This phrase often links to a culture that simultaneously thrives on pressure, high-speed intensity, and urgency. The only thing is that people, not even the most driven, ambitious top performers, are not designed to work this way. You cannot be effective when you’re constantly worried about falling behind. What is more useful instead is allowing new learners time to process new information, eliminate information overload, and honor the pace at which each individual learns.?

2. We are a family here.

You might hear terms like work-wife or work husband, brother, uncle so-and-so from accounting. The notion of the workplace as a "family" not only gives a false sense of belonging but is also not actually accurate. Employer-employee relationships are transactional in that you are paid to do a job. When a company promotes a family culture, it implies that the employer or senior leaders are the parents and the staff are the children, which, to me, signals dysfunction. And let’s be real: you can’t fire family members or put them on a performance improvement plan, so to pretend that a working relationship is anything but a temporary contract is delusional. Organizations come together to collaborate, not to replicate familial dynamics. Seek workplaces that foster collaboration towards a shared vision, not familial obligations.

3. Diversity is very important to us.

According to the San Francisco Business Times , DEI roles have been disproportionately affected by layoffs across industries. At the end of 2022, DEI roles had a 33% attrition rate, compared to 21% for non-DEI roles. Since the Supreme Court deemed affirmative action unconstitutional last year, many private companies have followed suit and rolled back DEI initiatives out of fear of legal liability.

If you hear this phrase in an interview with an all-white panel of interviewers, I call bs. While this statement may sound like the right thing to say, without any hardcore evidence (beyond a couple of diverse photos on the company website), likely, this company is not putting its money where its mouth is. Be empowered to ask for the company’s diversity statement, reporting, and data they are tracking to improve diversity metrics. We’re not looking for perfection here, but we need to see that the company is making a concerted effort to build a more equitable culture.?

4. Hit the ground running.?

This phrase was first coined in the 1930s and, over the years, adapted to be a workplace cliche. Like point one above, this phrase evokes the expectation that new hires should work full-speed from day one and deliver results with little hand-holding or supervision. It’s a mentality that celebrates speed over long-term impact and fulfillment. And it’s the most common reason why employees quit their jobs. Resist being lured in with this type of thinking. Look for companies that embrace learning and growing into a role, not how fast you can get up to speed so they can increase output. You’re not anyone’s mule. Get someone else to do it.?

5. We work hard, but we play hard too.?

By now, you should be picking up a theme here. Companies that prioritize grind culture will never have your best interests at heart. Play and hard should never be used in the same sentence. It contributes to this warped sense that we must burn ourselves out to deserve rest and pleasure. In this type of transaction, the belief is that you must earn the most basic human rights. I’m not ok with having to earn or prove that I am deserving of something that has always been my birthright. As Black women, we know how to work hard; it’s in our DNA, but we are now choosing a life that centers on joy without killing ourselves for it.?

These five phrases can serve as clear indicators of whether your well-being will be a top priority. Don't hesitate to ask the tough questions during interviews, and only seek organizations that align with your values. This is how we take our power back and create more equitable and supportive spaces in the workplace.

Purpose to Practice

1. If you fully trusted your skills and experience, what red flags would you refuse to negotiate on?
2. What does a liberated work life look and feel like for you—and how close are you to that reality right now?
3. Repeat after me: I choose to invest in workplaces that honor my humanity, and I leave behind those that don’t.

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