Top 1111 Employee Engagement Quotes & Sayings

I think companies over the last 10 years have done a very bad job of explaining to their employees what the intrinsic risks are. All I know is, if you wait until you let the employee go to deal with the issue of how do you communicate to the employee about being let go, it's too late to do anything.

My first job in L.A. was actually playing an employee in a Best Buy commercial, but I played a bad employee at another store. I also worked at a commercial casting company running cameras and session directing.

The management system which makes only a pretense of valuing employee involvement and encouraging employee empowerment merely breeds cynicism.

When my dad proposed to my mom, instead of giving her an engagement ring, he gave her an engagement shotgun. Because he loved to hunt and wanted to spend time with her doing that.

I don't care if I have a short engagement or a long engagement.

Many corporate leaders and employees have the right intentions, but it can be overwhelming when you consider how everything is affected from leadership styles, to organizational structure, to employee engagement, to customer service an marketplace.

The talented employee may join a company because of its charismatic leaders, its generous benefits, and its world-class training programs, but how long that employee stays and how productive he is while he is there is determined by his relationship with his immediate supervisor.

A boss who interrupts an employee a lot is called an extrovert, whereas an employee who interrupts a boss too often is called an ex-employee.

Active questions are the alternative to passive questions. There is a huge difference between, 'Do you have clear goals?' and 'Did you do your best to set clear goals for yourself?' The former is trying to determine the employee's state of mind; the latter challenges the employee to describe or defend a course of action.

If we continue to fight the National Rifle Association on their home court, which is the legislative front, I think we'll continue to be frustrated. But when you have an ability to go directly to the public, that's a completely different field of engagement, and I think the NRA is not adept at that kind of engagement.

If an employee told you he had the flu, you'd send him home. If an employee told you he was feeling anxious, you'd probably tell him to get back to work. But the emotion is just as contagious as a flu virus.

Accept that no matter where you go to work, you are not an employee you are a business with one employee, you. Nobody owes you a career. You own it, as a sole proprietor.

I am not a federal employee. I am a constitutional officer. My job is the Constitution of the United States, I am not a government employee. I am in the Constitution.

The housewife is an unpaid worker in her husband's house in return for the security of being a permanent employee: hers is the reductio ad absurdum of the employee who accepts a lower wage in return for permanence of his employment. But the lowest paid employees can be and are laid off, and so are wives. They have no savings, no skills which they can bargain with elsewhere, and they must bear the stigma of having been sacked.

In a hierarchy every employee tends to rise to his level of incompetence ... in time every post tends to be occupied by an employee who is incompetent to carry out its duties ... Work is accomplished by those employees who have not yet reached their level of incompetence.

The house wife is an unpaid employee in her husband's house in return for the security of being a permanent employee.

I had wanted for so many years to feel that writing really was at the center of my life, not something I did in my spare time. So the writing and teaching feel in some way to be one thing - the personal engagement and the social engagement good partners.

I go short and sweet on the engagement. I did have a longish engagement, but I think short and sweet is best.

Follow the money, Washington reporters like to say. The money is this case comes from taxpayers, present and future, who are the source of every penny of dues paid to public employee unions, who in turn spend much of that money on politics, almost all of it for Democrats. In effect, public employee unions are a mechanism by which every taxpayer is forced to fund the Democratic Party.

Deep engagement is much more powerful and valuable than fleeting mass market engagement.

I feel like the ideal length is three months. I go short and sweet on the engagement. I did have a longish engagement, but I think short and sweet is best.

You're trying to make the language work, and your subconscious is being allowed to make the deeper, more profound connections. It's much better than going at it all frontally. But you can't conjure it in an intellectual way; it has to come out of another engagement, a more intuitive engagement. Revision is where the intellectual, analytical work happens. At least for me.

Employee participation programs and employee ownership are important efforts to deal with powerlessness at work.

I started to think about what drives innovation and what its social significance might be. The next step was to think innovators are taking a leap into the unknown. That led me to the thought that it is also a source of fun and employee engagement.

The real damper on employee engagement is the soggy, cold blanket of centralized authority. In most companies, power cascades downwards from the CEO. Not only are employees disenfranchised from most policy decisions, they lack even the power to rebel against egocentric and tyrannical supervisors.

At Warby Parker, we use the survey platform Culture Amp to take employee engagement surveys that help us become ultra-responsive to the needs of our teams.

The supermarket chain Whole Foods has quite a radical employee empowerment program, where employees get to decide whether another employee can work in their team or not. If they think this person's a slacker, doesn't have good ideas, they can vote and say, no, we don't want this person to be working with us on the vegetable aisle.

As with all catalysts, the manager's function is to speed up the reaction between two substances, thus creating the desired end product. Specifically, the manager creates performance in each employee by speeding up the reaction between the employee's talent and the company's goals, and between the employee's talent and the customer's needs.

I first learned of the value of employee stock ownership plans while representing Louisiana's 3rd congressional district, home of employee-owned Acadian Ambulance.

When determining appropriate levels of compensation, management must determine if the employee turnover rate is too low, too high, or just right. If turnover rate is high enough to adversely impact the entity's performance, then employee compensation is probably too low.

We have to be very careful not to blame the patients. A lot of the conversation [around patient engagement] has been, how do we get them to do stuff? To me, that's not engagement.

Trump has put the resolution of the North Korean nuclear issue at the top of his priority list, and he has employed a tactic of maximum pressure and engagement, but engagement can only occur if the conditions are right.

I want a book to contain a world - indeed the world. Writing is my main means of engagement with the world and I want the scars of that engagement to be left in the language.

To stabilize the nations public-employee pension systems and to prevent federal taxpayers from being billed for failed pension funds, I have introduced the Public Employee Pension Transparency Act in Congress.

Engagement is not appeasement. Engagement is not surrender.

I gave a talk on gender stuff at Facebook one morning and a man didn't come. It was optional; he didn't have to come. But he sent a note saying, "I missed your meeting because I drove my kids to school so my wife could do something else. Thank you for making that possible." I think that employee is a loyal employee for Facebook and I think more companies should want that kind of loyalty.

Turkey wants a policy of engagement exactly like President Obama's new approach. Policy of engagement, less confrontation, less tense attitude, especially in the region.

We are superior to the competition because we hire employees who work in an environment of belonging and purpose. We foster a climate where the employee can deliver what the customer wants. You cannot deliver what the customer wants by controlling the employee.

Under our rules of engagement, if I were ISIS, what I would do is collocate my headquarters next to a school or a hospital and ensure that there would be collateral damage. They know our rules of engagement as well as we do. They operate with impunity.

Having witnessed the success of Acadian Ambulance firsthand over the years, I became a champion for the employee stock ownership plan business model. This was easy to do based on the evidence that employee stock ownership plans are reliable, high-performing sources of retirement security.

Bullying consists of the least competent most aggressive employee projecting their incompetence on to the least aggressive most competent employee and winning.

While our managers debated what steps to take to address the sales and cash-flow crisis, I began to lead week-long employee seminars in what we called Philosophies. We'd take a busload at a time to places like Yosemite or the Marin Headlands above San Francisco, camp out, and gather under the trees to talk. The goal was to teach every employee in the company our business and environmental ethics and values.

The failure of unions to support efforts to increase employee involvement and ownership coincided with their unwillingness to speak out on the broader issues of business effectiveness and performance. When foreign competitors threatened the survival of American manufacturers, unions chose to voice traditional employee demands for higher wages, better benefits, and more security. What they failed to provide were effective responses to the challenge of globalization.

Without doubt, there are lots of ways to measure the pulse of a business. But if you have employee engagement, customer satisfaction, and cash flow right, you can be sure your company is healthy and on the way to winning.

The corporation is the "master", the employee is the "servant". Because the corporation owns the means of production without which the employee could not make a living, the employee needs the corporation more than vice versa.

As part of KPMG, Cynergy's people and processes can help clients leverage digital and mobile technologies to transform existing customer engagement and employee mobile enablement into seamless experiences for end users across multiple platforms and devices.

To stabilize the nation's public-employee pension systems and to prevent federal taxpayers from being billed for failed pension funds, I have introduced the Public Employee Pension Transparency Act in Congress.

The sense of loss of control over what happens to you at work (and thus in your life is vital). This further involves a sense of fairness as in, I did my part and look where it got me! "The deal," the contract between employee and employer has eroded and been replaced with unilateral power by the organization over the employee.

In the 80s, Ford's successful introduction of the Taurus was, in large part, due to productivity gains resulting from the setting aside of outmoded work rules. Yet, inexplicably, union leaders ignored such efforts to foster employee involvement, much as unions largely stayed on the sidelines with regard to the equally promising practices of employee stock ownership and gain-sharing.

There are only three measurements that tell you nearly everything you need to know about your organization's overall performance: employee engagement, customer satisfaction, and cash flow...It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.

As long as nuclear weapons exist, there is a risk that they will be used. And the consequences of their use would be catastrophic. This realization has led to increased engagement, not least through the humanitarian initiative. We must now use this broad engagement to garner support and to push for real results in the disarmament field.

I have always thought of myself as an inventor first and foremost. An engineer. An entrepreneur. In that order. I never thought of myself as an employee. But my first jobs as an adult were as an employee: at IBM, and then at my first start-up.

Meanwhile, what about the workers in those state monopolies that are being put up for sale? I am reminded of a technique for employee ownership that has worked well for many U.S. companies. It goes by various names, but the best known is "Employee Stock Ownership Program," or ESOP.

Being an employee is a bad outcome. You want to avoid that. Being an employee is never a good outcome. That's just an opinion.

The underpinnings of the alliance: the company helps the employee transform his career; the employee helps the company transform.

Employee engagement is an investment we make for the privilege of staying in business.

When an employee asks why the company does things a certain way, and you can explain the logical reason, then the employee knows what she's doing is valid.

Even your most talented employees have room for growth in some area, and you're doing your employee a disservice if the sum of your review is: 'You're great!' No matter how talented the employee, think of ways he could grow towards the position he might want to hold two, five, or 10 years down the line.

The only thing worse than losing an employee you have trained is keeping an employee you haven't trained.

In Burma, economic engagement enriches the regime, as the economy is controlled by the regime. Economic engagement benefits this elite, not ordinary people. The money is spent on the military, stolen by the elite.