A Quote by Shawn Achor

The idea of investing in the positivity of employees is often low down on companies' priority lists. — © Shawn Achor
The idea of investing in the positivity of employees is often low down on companies' priority lists.
I have always lived my life by making lists: lists of people to call, lists of ideas, lists of companies to set up, lists of people who can make things happen. Each day I work through these lists, and that sequence of calls propels me forward.
People actually aren't moving on from companies much more quickly than in the past, but there's a perception that they do, so companies are investing less in talent on the assumption that young employees won't stay long.
Companies want to be able to hire employees with an elite university diploma to make their personnel lists look impressive.
One of the best investors around, Joel Greenblatt, has written a popular, charming and funny book about investing in great companies at low P/E multiples. To simplify an already simple book, great companies are generally measured as companies that can generate lots of profit without requiring a lot of capital. This means that they have high ROEs.
In most cases, it's slight and often unintentional gaps in integrity that hold leaders, their employees, and their companies back. Despite their potential, these leaders harm their employees and themselves.
Other countries around the world make employees and retirees first in the priority. For example, in Mexico, the bankruptcy laws say if a company wants to go bankrupt... obligations to employees and retirees will have a first priority. That has an effect on every negotiation that takes place with every company in Mexico.
There is a natural tendency for investors to devote a significant majority of their time to finding new ideas. After all, uncovering great companies selling at great prices is the lifeblood of successful investing. But in the never-ending quest for the next great idea, investors often give short shrift to their existing investments.
Our company wouldn't exist and wouldn't be around without our warehouse employees and our call center employees. And these employees - not just at Rent the Runway but at tens of thousands of other companies throughout the country - are treated unequally.
Nixon had lists upon lists upon lists. They were tragic lists saying, 'Smile more,' or, 'Be stronger - remember, it is your job to spiritually uplift the nation.' This understanding of his limitations is heartbreaking.
Typical pay increases are not enough to motivate employees, but they are enough to irritate them. … Even when companies create seemingly significant pay differentiation between low and high performers, the actual cash increase is insufficient to sustain performance – or it drives the wrong behaviors. … Effective management is a system, not a pay plan. The mistake is that companies try to solve all their problems with pay.
I support the free enterprise system, and I want companies to make money, but they shouldn't be reaping profits from the deaths of their employees or former employees.
Most great companies in tech have been built by personal referrals for the first...at least 100 employees and often many more.
I plan to eliminate regulations that hinder domestic companies, particularly large conglomerates from investing in other companies.
It is fascinating to me that when the lists of the great writers are trotted out year after year, you often find lists without a single woman mentioned.
I came up with the idea for what later became Paychex in 1970 when I was working for Electronic Accounting Systems, a company that sold payroll processing to companies with 50 to 1,000 employees.
Companies that hire employees..that are deeply passionate create companies that customers are really really passionate about, and those are the companies that have strong brands.
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