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14 Things That We Shouldn’t Say to Our Partners Anymore (and What to Say Instead)

14 Things That We Shouldn’t Say to Our Partners Anymore (and What to Say Instead)

It’s not always easy to express what’s going on in our heart and mind. Whether it be telling a loved one about a problem that’s been upsetting us or simply telling a friend we don’t want to go out, our emotions and feelings might get in the way of our intended message. The person we’re talking to may feel hurt, get defensive, or offended. As confrontational as misunderstandings and disagreements can be, they cannot be completely avoided.

However, we are more likely to have healthy relationships if we think more consciously about how and what we say to others. And there is one particular relationship where this is so important—and that is the romantic relationship we have with our partner.

Here are 14 things that we shouldn’t say to our partners anymore (and what to say instead).

1. Instead of “I hate it when you…” say “It’d help a lot if you…”

We all have quirks. We might even have “bad habits” that grate on the nerves of others. But when you choose to be in a relationship with someone, you make a conscious decision to accept the “good” with the “bad.” As annoying or frustrating some character traits or behaviors may be, it is still a part of the person whom you care deeply about.

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Keeping this in mind, you need to be gentle in your approach. For example, you could say, “It’d help a lot if you put your dishes in the sink when you’re finished. It just makes it easier for me when I’m cleaning up after dinner.” This approach acknowledges your true feelings without hurting the other person. Telling your partner about any kind of upset does not need to be confronting in an aggressive way. You can speak up and still minimize conflict.

2. Instead of “You don’t care about how I feel” say “Sometimes I don’t feel that you take my feelings into consideration.”

When our partner says and/or does something that’s upsetting, it’s easy to assume that they don’t care about you at all. But chances are, that’s far from the truth. All of us are capable of hurting someone else, regardless of whether that was the intention or not. But what’s important is that they validate how we feel.

Rather than assuming that they don’t care, it is more respectful to say, “Sometimes I don’t feel that you take my feelings into consideration.” This will give your partner a chance to ask why you feel that way and put you both on the path to finding a solution.

3. Instead of “You don’t even try.” say “I’d like you to put in more effort.”

We all have our own responsibilities and priorities. Sometimes there are periods in our lives that are busier than others. But this doesn’t mean that we don’t care about our partner. If you’re someone who is feeling a bit neglected and thinks their partner doesn’t make an active effort anymore, then approach the topic with your partner, but be kind.

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Your partner may be working hard to make ends meet; they may be going through a crisis and need your help, or maybe they’re not “trying as hard” but don’t realize it. Rather than be confrontational, gently tell them, “I’d like you to put in more effort” and elaborate on the area that is upsetting you.

4. Instead of “You don’t love me.” say “I wish you’d paid more attention to me.”

There may be times during our relationships that we feel unloved, or that we don’t feel that our partner cares about us as much as we thought they did. It’s important that we vocalize these feelings. We can do this by saying to our partner, for example, “I wish you’d paid more attention to me.” If they’re the right person for you, they will want to know why you feel this way and how they can stop you from feeling this way.

5. Instead of “You never tell me how you’re feeling.” say “I know it’s hard for you to open up, but I’d like to know what you’re feeling.”

For many people, it’s hard for them to express how they’re feeling. They might not even know what it is that they’re feeling. Rather than be confrontational, try a much gentler approach and say, “I know it’s hard for you to open up, but I’d like to know what you’re feeling.” This approach acknowledges that it’s not easy for your partner and encourages them to talk about it.

6. Instead of “You never treat me as an equal.” say “I’d like you to help more with…”

If you feel that your partner doesn’t do their part in helping around the house, with the children, and/or value your opinion—it could be quite possible that they don’t realize it. So, a “you” statement might just leave them feeling defensive. Instead, tell them, “I’d like you to help more around the house/with the kids” or “I wish I could have more of a say in where we eat dinner.” These statements are far more direct and a better indication of what is upsetting you.

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7. Instead of “You never think about the future.” say “I’ve been thinking about _____ and was wondering what your thoughts are on this?”

Although people can have very differing views of short-term and long-term goals, it is never appropriate to label them as “right” or “wrong.” People value different things and have different plans for the future. If your partner is quite different than you in this respect, you need to remember that they may not look at life the same way you do. So, if you still want to approach this topic, it would be more appropriate to say, for example, “I’ve been thinking about _____ and was wondering what your thoughts are on this? I just want to see if we’re on the same page.” This would seem less of a personal attack on your partner and also help you to better understand where the relationship is heading.

8. Instead of “You can’t…” say “I don’t like it when you…”

As much as relationships add value to our lives, it’s important for us to value ourselves and our independence. As much as you dislike some aspect of your partner’s life, you can’t ban them from behavior you don’t agree with. You can’t force them to follow a different direction. For example, you can’t say, “You can’t go drinking with your friends” because you hate drinking. You can, however, accept that is a part of them and who they are. You can still be honest and say, “I don’t like it when you drink so much because…”

9. Instead of “I don’t like your family and/or friends.” say “I’m worried that your family and/or friends are having a negative impact on your life.”

It’s quite possible that you don’t actually like your partner’s family and/or friends. But you need to re-evaluate your reasons for this and whether your feelings have more to do with you than with them. Are you feeling jealous that your partner spends so much time with them? If that is the case, you could try saying, “I’d love to spend more time with you.” If your reasons are definitely tied to your partner’s family and/or friends, then be honest. You could say, “I’m worried that your family and/or friends are having a negative impact on your life.” then add your reasons for why you believe this.

10. Instead of “Why did you come home so late?” say “I was really worried about you. I wish that you’d let me know that you were running late.”

This statement itself doesn’t sound particularly confronting, but the problem lies more in the tone. Communication is key in any relationship, but sometimes, your partner might have plans that come up out of the blue. If you wish they’d called or messaged to say they’re running late, it might be better to say, “I was really worried about you. I wish that you’d let me know that you were running late.” This gets your message across, without adding further anxiety to your partner’s mental state. Maybe your partner was late for a perfectly valid reason and is already feeling quite remorseful about it.

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11. Instead of “Why do you spend so much money?” say “I’m worried about how we’re spending our money.”

Many people differ with their spending habits. They prioritize certain types of spending over others. If you are worried that your partner’s spending is affecting your finances as a couple, it is reasonable that you want to speak up. However, just like every other topic, this should be done tactfully. You could try saying, “I’m worried about how we’re spending our money. Maybe we could both work out areas where we could cut down on our spending?” This shows that you’re not just “pointing a finger.”

12. Instead of “All you do is work.” say “I’m worried about you working so hard.”

Life is about trying our best to maintain balance, but it’s also about plenty of responsibility. Your partner might be quite passionate about their career, have extra deadlines to meet, or simply not have realized that they are overworking themselves. Rather than finding ‘fault’ with their behavior, express your concern. Try saying, “I’m worried about you working so hard. I miss spending time with you.” Hopefully, your partner will see that your comments come from a kind and loving place—and they will be more likely to re-evaluate their priorities.

13. Instead of “It’s all your fault.” say “When you do/say _____, I feel _____.”

When you’re having a disagreement with your partner, it’s easy to fall into the “them vs you” trap, to believe that everything is about “winning.” But it’s not. In order to grow as a couple and to learn from each other, you must both be willing to accept responsibility for the relationship. Rather than laying blame on your partner, it’s more constructive to say, “When you do/say _____, I feel _____.” If your partner understands how you feel and feels remorseful, then you can both work together to find a solution.

14. Instead of “I want you to change.” ask yourself, “What can I do to help the relationship?”

It’s so easy to look outwards as opposed to inwards, to focus on the weaknesses of others. But in order to have a healthy relationship, it’s important to compromise, to learn from our partner, to stop the finger pointing and ‘”blame game,” and to make changes within ourselves that will improve us and the relationship. When we choose someone to be our partner, we choose all of them. Both their strengths and weaknesses, even their flaws. If one of their character traits is affecting the relationship, you could gently say, “It hurts me when you ____.”

e need to focus on how we’re feeling, not on labeling our partner. It is not our job to “change” someone. We do, however, have the chance to help them fulfill their potential, to be an encourager and motivator, to reveal their own inner beauty. When you choose to stand by their side, you’re choosing to work together and make each other better. It’s these types of healthy relationships that impact us for the better and help us to become the person that we were destined to be.

Featured photo credit: Nick Fuentes via flickr.com

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Last Updated on March 14, 2019

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

7 Questions to Ask in a Job Interview That Will Impress the Interviewer

Recruiters might hold thousands of interviews in their careers and a lot of them are reporting the same thing—that most candidates play it safe with the questions they ask, or have no questions to ask in a job interview at all.

For job applicants, this approach is crazy! This is a job that you’re going to dedicate a lot of hours to and that might have a huge impact on your future career. Don’t throw away the chance to figure out if the position is perfect for you.

Here are 7 killer questions to ask in a job interview that will both impress your counterpart and give you some really useful insights into whether this job will be a dream … or a nightmare.

1. What are some challenges I might come up against this role?

A lesser candidate might ask, “what does a typical day look like in this role?” While this is a perfectly reasonable question to ask in an interview, focusing on potential challenges takes you much further because it indicates that you already are visualizing yourself in the role.

It’s impressive because it shows that you are not afraid of challenges, and you are prepared to strategize a game plan upfront to make sure you succeed if you get the job.

It can also open up a conversation about how you’ve solved problems in the past which can be a reassuring exercise for both you and the hiring manager.

How it helps you:

If you ask the interviewer to describe a typical day, you may get a vibrant picture of all the lovely things you’ll get to do in this job and all the lovely people you’ll get to do them with.

Asking about potential roadblocks means you hear the other side of the story—dysfunctional teams, internal politics, difficult clients, bootstrap budgets and so on. This can help you decide if you’re up for the challenge or whether, for the sake of your sanity, you should respectfully decline the job offer.

2. What are the qualities of really successful people in this role?

Employers don’t want to hire someone who goes through the motions; they want to hire someone who will excel.

Asking this question shows that you care about success, too. How could they not hire you with a dragon-slayer attitude like that?

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How it helps you:

Interviewers hire people who are great people to work with, but the definition of “great people” differs from person to person.

Does this company hire and promote people with a specific attitude, approach, worth ethic or communication style? Are the most successful people in this role strong extroverts who love to talk and socialize when you are studious and reserved? Does the company reward those who work insane hours when you’re happiest in a more relaxed environment?

If so, then this may not be the right match for you.

Whatever the answer is, you can decide whether you have what it takes for the manager to be happy with your performance in this role. And if the interviewer has no idea what success looks like for this position, this is a sign to proceed with extreme caution.

3. From the research I did on your company, I noticed the culture really supports XYZ. Can you tell me more about that element of the culture and how it impacts this job role?

Of course, you could just ask “what is the culture like here? ” but then you would miss a great opportunity to show that you’ve done your research!

Interviewers give BIG bonus point to those who read up and pay attention, and you’ve just pointed out that (a) you’re diligent in your research (b) you care about the company culture and (c) you’re committed to finding a great cultural fit.

How it helps you:

This question is so useful because it lets you pick an element of the culture that you really care about and that will have the most impact on whether you are happy with the organization.

For example, if training and development is important to you, then you need to know what’s on offer so you don’t end up in a dead-end job with no learning opportunities.

Companies often talk a good talk, and their press releases may be full of shiny CSR initiatives and all the headline-grabbing diversity programs they’re putting in place. This is your opportunity to look under the hood and see if the company lives its values on the ground.

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A company that says it is committed to doing the right thing by customers should not judge success by the number of up-sells an employee makes, for instance. Look for consistency, so you aren’t in for a culture shock after you start.

4. What is the promotion path for this role, and how would my performance on that path be measured?

To be clear, you are not asking when you will get promoted. Don’t go there—it’s presumptuous, and it indicates that you think you are better than the role you have applied for.

A career-minded candidate, on the other hand, usually has a plan that she’s working towards. This question shows you have a great drive toward growth and advancement and an intention to stick with the company beyond your current state.

How it helps you:

One word: hierarchy.

All organizations have levels of work and authority—executives, upper managers, line managers, the workforce, and so on. Understanding the hierarchical structure gives you power, because you can decide if you can work within it and are capable of climbing through its ranks, or whether it will be endlessly frustrating to you.

In a traditional pyramid hierarchy, for example, the people at the bottom tend to have very little autonomy to make decisions. This gets better as you rise up through the pyramid, but even middle managers have little power to create policy; they are more concerned with enforcing the rules the top leaders make.

If having a high degree of autonomy and accountability is important to you, you may do better in a flat hierarchy where work teams can design their own way of achieving the corporate goals.

5. What’s the most important thing the successful candidate could accomplish in their first 3 months/6 months/year?

Of all the questions to ask in a job interview, this one is impressive because it shows that you identify with and want to be a successful performer, and not just an average one.

Here, you’re drilling down into what the company needs, and needs quite urgently, proving that you’re all about adding value to the organization and not just about what’s in it for you.

How it helps you:

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Most job descriptions come with 8, 10 or 12 different job responsibilities and a lot of them with be boilerplate or responsibilities that someone in HR thinks are associated with this role. This question gives you a better sense of which responsibilities are the most important—and they may not be what initially attracted you to the role.

If you like the idea of training juniors, for example, but success is judged purely on your sales figures, then is this really the job you thought you were applying for?

This question will also give you an idea of what kind of learning curve you’re expected to have and whether you’ll get any ramp-up time before getting down to business. If you’re the type of person who likes to jump right in and get things done, for instance, you may not be thrilled to hear that you’re going to spend the first three months shadowing a peer.

6. What do you like about working here?

This simple question is all about building rapport with the interviewer. People like to talk about themselves, and the interviewer will be flattered that you’re interested in her opinions.

Hopefully, you’ll find some great connection points that the two of you share. What similar things drive you head into the office each day? How will you fit into the culture?

How it helps you:

You can learn a lot from this question. Someone who genuinely enjoys his job will be able to list several things they like, and their answers will sound passionate and sincere. If not….well, you might consider that a red flag.

Since you potentially can learn a lot about the company culture from this question, it’s a good idea to figure out upfront what’s important to you. Maybe you’re looking for a hands-off boss who values independent thought and creativity? Maybe you work better in environments that move at a rapid, exciting pace?

Whatever’s important to you, listen carefully and see if you can find any common ground.

7. Based on this interview, do you have any questions or concerns about my qualifications for the role?

What a great closing question to ask in a job interview! It shows that you’re not afraid of feedback—in fact, you are inviting it. Not being able to take criticism is a red flag for employers, who need to know that you’ll act on any “coaching moments” with a good heart.

As a bonus, asking this question shows that you are really interested in the position and wish to clear up anything that may be holding the company back from hiring you.

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How it helps you:

What a devious beast this question is! On the surface, it looks straightforward, but it’s actually giving you four key pieces of information.

First, is the manager capable of giving you feedback when put on the spot like this? Some managers are scared of giving feedback, or don’t think it’s important enough to bother outside of a formal performance appraisal. Do you want to work for a boss like that? How will you improve if no one is telling you what you did wrong?

Second, can the manager give feedback in a constructive way without being too pillowy or too confrontational? It’s unfair to expect the interviewer to have figured out your preferred way of receiving feedback in the space of an interview, but if she come back with a machine-gun fire of shortcomings or one of those corporate feedback “sandwiches” (the doozy slipped between two slices of compliment), then you need to ask yourself, can you work with someone who gives feedback like that?

Third, you get to learn the things the hiring manager is concerned about before you leave the interview. This gives you the chance to make a final, tailored sales pitch so you can convince the interviewer that she should not be worried about those things.

Fourth, you get to learn the things the hiring manager is concerned about period. If turnover is keeping him up at night, then your frequent job hopping might get a lot of additional scrutiny. If he’s facing some issues with conflict or communication, then he might raise concerns regarding your performance in this area.

Listen carefully: the concerns that are being raised about you might actually be a proxy for problems in the wider organization.

Making Your Interview Work for You

Interviews are a two-way street. While it is important to differentiate yourself from every other candidate, understand that convincing the interviewer you’re the right person for the role goes hand-in-hand with figuring out if the job is the right fit for you.

Would you feel happy in a work environment where the people, priorities, culture and management style were completely at odds with the way you work? Didn’t think so!

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Featured photo credit: Amy Hirschi via unsplash.com

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