Being a manager isn’t easy. From solving problems to managing different personalities, it can be hard to effectively communicate with staff all the time. However, experts say in order to be a good leader you need to understand how you’re coming across when you communicate—starting with the words you use.

BSCAI has compiled a couple of key phrases leaders might use. We break down what you shouldn’t say, and how to correct yourself if you find those words coming out of your mouth.

We’re all busy people—especially managers. But using this language makes you seem less trustworthy. According to Forbes, being “too busy” for someone shows you don’t respect their time or their concerns. If you’re asking your employees to effectively manage their time, you should be effectively managing yours as well.

A simple fix: If you can’t speak with someone about something immediately, don’t dismiss them. Show them you are listening by scheduling a chat when you’re both available.

There’s the old saying: If it ain’t broke, don’t fix it. And while this is true for many things, in business it isn’t the best approach.

Telling your employees “this is the way it’s always been done” signals that there’s no room for growth, and it also enables bad actors to keep with the status quo. It closes the feedback loop, hinders innovation and hurts employee morale. Author and speaker Patrick Kelly thinks the phrase can kill a company.

When someone has a new idea, managers should embrace them—even if it’s one they won’t necessarily use right away. You never know when they might come in handy.

There’s plenty of takes on this phrase, but they all center on the same concept: the manager is always right. In reality, good managers don’t have a chokehold on what is right and wrong.

The difference between being a manager and a leader, according to Entrepreneur Magazine, is the ability to seek out multiple viewpoints and answers. Employees are often the first people to see a problem. If their concerns are ignored, those problems can grow. Inc. recommends determining if there’s a reason something is done a certain way, and explaining that reasoning if so. If the manager doesn’t know why a process is the way it is, experts recommend reviewing it and determining whether it’s still good.

Let’s face it: Not all employees are sparkling examples of success. There’s no requirement for us to like every single person we meet. That dynamic can be difficult, though, if a manager doesn’t like their employee because of a poor attitude or performance.

Good managers don’t let their feelings get in front of their professional opinions. Giving loaded feedback—especially in a combative way—does no good for either the employee or the manager. If constructive criticism is given in the wrong way, it can make a bad relationship even more volatile.

According to the experts at Inc., having a plan in place to deal with bad and/or disruptive employees is key. Ask yourself: Is their problem directly related to their performance? Has anyone addressed this person about their issue? Is there an improvement plan that can be implemented? Stay calm and level-headed in highly emotional situations, and don’t make gut decisions without fully thinking things through.

It’s also extremely important to remember HR policies when it comes to any sort of disciplinary action. Good managers make sure they’re following the rules when it comes to why (and how) they’re talking to their employees.

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The difference between being a manager and a leader has a lot to do with how you interact and treat the people around you. Remember, words are powerful—so use them wisely.