Top 1200 Employee Recognition Quotes & Sayings

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

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.

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

Recognition of function always precedes recognition of being.

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.

The ways in which management can express appreciation for an employee's contribution are without end; the key is to act in ways that communicate Thanks! That was a great job! We can really count on you! It's great having you here! While some people love having plaques to hang on their personal Wall of Fame and they adore being acknowledged at a formal Recognition Banquet and some people are only interested in money, I find the most effective forms of recognition are personal and either spontaneous or very close in time to a significant accomplishment.

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.

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

As an actor you do look for a certain amount of critical acclaim and recognition from your peers and the industry at large. When that recognition comes to you, it's a special moment that you cherish and you always feel successful despite what the box office says.

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.

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.

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.

The recognition of God is the recognition of yourself.

Humans evolved brains that are pattern-recognition machines, adept at detecting signals that enhance or threaten survival amid a very noisy world. ... But there is only one surefire method of proper pattern recognition, and that is science.

Women tend to have recognition and peer group support - recognition from friends and family that this has to be a big issue in their lives. They're more comfortable expressing the need for support and receiving it.

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.

The sole missing link is the recognition that the acquisition of capital ownership by the millions is an indispensable goal. That is the turning point - our recognition of the proper goal.

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.

Profits are related to customer retention. Customer retention is related to employee retention. Employee retention may or may not be related to benefits, but benefits could be part of the package that causes people to stay and -- by the way -- engage in discretionary effort. .. If you go into any organization that's customer-facing, you can tell in five minutes when the employees are feeling abused. They retaliate on the customers.

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.

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.

Too often we measure everything and understand nothing. The three most important things you need to measure in a business are customer satisfaction, employee satisfaction, and cash flow. If you’re growing customer satisfaction, your global market share is sure to grow, too. Employee satisfaction gets you productivity, quality, pride, and creativity. And cash flow is the pulse—the key vital sign of a company.

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

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.

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.

The deepest principle in human nature is the craving to be appreciated."Mark McCormack, Author and sports entrepreneur"Psychologists tell us that money is a satisfier, not a motivator... Recognition is. That's why we do what we do... Recognition is critical to self-esteem. Without it, we feel undervalued, even insignificant. Money is nice, sure. But once you establish a basis of monetary rewards, without the accompanying verbal and social affirmation, the employee will quickly become disgruntled and ask for more. Eventually, more will never be enough.

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.

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.

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.

Thankfulness to God is a recognition that God in His goodness and faithfulness has provided for us and cared for us, both physically and spiritually. It is a recognition that we are totally dependent upon Him; that all that we are and have comes from God.

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.

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.

The whole path of American music has been so much about the recognition of stylistic diversity, and the recognition of the importance of music which was from one of the vernacular traditions.

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.

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.

Some good employers provide people benefits. Many do not. The ones that do not tend to be the low end of the pay scale. This program will give those employers a way to support their employees. The employees will get this benefit, making it more likely that their employee will come back to them - that's a benefit for the employer over the long term and a benefit for the employee and all the while supporting families in their time of need.

I've been very lucky. There are guys I know who are really terrific in this business of stand-up who have not gotten the recognition they deserve. And it's nice, if you've put in the time, to achieve that recognition.

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.

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.

I have to say, taking photographs is such an instantaneous act. The recognition and the acting on the recognition, depending on your equipment, is close to instantaneous.

But the problem remains two fold: the need for recognition that low thyroid function very often can provoke menstrual problems, and the need for recognition, too, that hypothyroidism may be present despite laboratory tests suggesting it is not.

I'm very, very happy with my recognition/lack of recognition in England in terms of my life. In terms of household name-age. The public's memory is very short, luckily.

In our opposed forms of loneliness and self-recognition and recognition of the other, we touched each other often as we spoke; and on shore in explorations of the past, we strolled with our arms linked.

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

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.

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

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.

In the perception of the incongruous stimuli, the recognition process is temporarily thwarted and exhibits characteristics which are generally not observable in the recognition of more conventional stimuli.

[In art] you are telling the reader or the listener or the viewer something he already knows but which he doesn't quite know that he knows, so that in the action of communication he experiences a recognition, a feeling that he has been there before, a shock of recognition.

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.

Seldom in the history of medicine has the recognition of the most effective cure followed as swiftly on the heels of the discovery of a disease as the establishment of the complete effectiveness of iodothyrin and thyroidin followed the recognition of cachexia thyreopriva.

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

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.

The IndyMac name had a lot of brand recognition - maybe for the wrong reasons, but there was recognition.

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.

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.

A boss wants to pay for results, an employee wants recognition for effort. If a boss recognizes effort, they will get even better results.

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.

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.

We still have a lot of work to do as African artists to get more recognition in the U.K. and the U.S., but right now, definitely, we're getting the recognition. The thing is we have to earn it. Keep working. Stay working.