Top 1200 Employees Quotes & Sayings

Only 20 percent of employees working in large organizations surveyed feel their strengths are in play every day. Thus, eight our of ten employees surveyed feel somewhat miscast in their role.

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.

I didn’t try to intimidate anybody. I wanted to inform my employees of what their future would hold if they make the wrong decision. I wasn’t threatening any of the employees. If they vote for Obama they’re not going to lose their jobs.

When a company gets bigger, when it begins to bring on employees, it naturally goes through this tendency of wanting to control, of wanting to build process - essentially to say not every one of our customers or employees has great judgment.

The fact is, employees cannot make breakthroughs if they can't openly and honestly disagree with their peers and their leader. Indeed, great leaders don't just permit conflict; they actively try to elicit it from reluctant employees as well.

Highly engaged employees make the customer experience. Disengaged employees break it.

We take such good care of our employees. What I do is think about what I would want my employer to be like. We started helping our employees with every facet of their lives, and our HR problems went from A to Z in reverse.

From the employees' standpoint, in 1935, Social Security was a big gamble. Employees would be required to participate in the program, contributing a percentage of their income for their entire adult working life.

Those who purify your water, inspect your meat, and test your kids' toys, as well as a huge number of nurses, teachers, and our soldiers, are public employees. The firefighters who don't hesitate to rush toward danger while you run away from it - they are all public employees.

A man who tries to make the workmen believe that their employers are their natural enemies is indeed the worst enemy of workmen. For the employees of yesterday are the employers of today, and the employees of today can and will partly be the employers of tomorrow.

Who comes first? Don't be silly, says King Hal; it's employees. That is - and this dear Watson, is elementary - if you genuinely want to put customers first, you must put employees more first.

Obama is talking to voters as though he is their boss, or their principal, or their father. He is not any of those things. He is their employee. And employers don't like it when their employees yell at them - even if their employees have it right.

Most employees want to be involved in a successful business and most employees are happy for people running successful businesses to be paid a reasonable wage and a market rate for it, provided they understand the reason. What they hate most of all is pay for failure.

What do you really believe makes a difference in the company? For me it's really clear. It's about customers and employees. Everything else follows. If you take care of your customers and you have motivated employees, everything else follows.

Those who purify your water, inspect your meat, and test your kids toys, as well as a huge number of nurses, teachers, and our soldiers, are public employees. The firefighters who don't hesitate to rush toward danger while you run away from it - they are all public employees.

I wouldn't ask any of my employees to do anything I wouldn't do. And I work as hard, if not harder than the rest of the staff, to set an example. I also believe in giving my employees a lot of room to be creative and to express themselves.

'End strength' - the total number of government employees you can have at the end of the year. That's a separate exercise and requires independent energy, independent effort with the Congress to get the ceiling of your government employees raised.

You must fire bad customers just as you would fire a bad employee. If you do not get rid of your bad employees, the good employees will leave. If I do not fire bad customers, not only will my good customers leave but many of my good employees will leave as well.

The worst leaders are the once that think they have to know as much or more than the people who work with them. The best leaders are the once who know that their employees know hell of a lot more than what they know and willing to admit it whilst expressing the value of their employees.

As a member of Congress, I participate in the Federal Employees Health Benefits Program under the same rules as millions of other federal employees.

I believe a balanced life is essential, and I try to make sure that all of our employees know that and live that way. It's crucial to me as a manager that I help ensure that our employees are as successful as our customers and partners.

The great irony of executive compensation is, if you pay your employees more, you're gonna create more demand for your goods and services! Which is gonna lead to more executive compensation than if you pay your employees less and try to take all the cream off of the top.

It's better to grow your employees, steer them into a place that they can learn and succeed, and want to work hard and be loyal, than to have a revolving door of employees. That's demoralizing.

Public employees should have the right to bargain for better wages and working conditions, just like all employees do.

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.

Your employees come first. And if you treat your employees right, guess what? Your customers come back, and that makes your shareholders happy. Start with employees and the rest follows from that.

I will set a target for the reduction of (government) employees ... I will implement the reduction of the total personnel costs of the employees.

I regularly encourage employees to break rules. I also say to employees that leadership starts with complaining and dissatisfaction. But it doesn't stop there. It comes from saying you're dissatisfied with something and then fixing it and making it better for everybody.

This will include the various methods of internal monitoring, attack and penetration, investigation of suspected hackers or rogue employees - and you have plenty of rogue employees - and identity protection for government employees. The review team will also remain current on the constantly evolving new methods of attack and will attempt to anticipate them and develop defenses as often as possible before breaches occur.

The best worst example of making people feel unappreciated today lies in the casualness, indeed indifference with regard to massive lay-offs even when there isn't a financial crisis. That is a message to employees that they are expendable, interchangeable, easily dismissed and replaced, often by younger, less experienced and cheaper employees. The essential message being conveyed to people is, You are worthless. What an incredibly dumb thing that is for management to say!

I have 120 employees on the road every day, and about 30 other employees off the road.

Companies have told us that they have employees who are near retirement age. We created a $5 billion reinsurance pool to help them bear the cost of those employees on the brink of retirement.

Employees who believe that management is concerned about them as a whole person - not just an employee - are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.

Happy is the small business that can hire additional employees besides the proprietor; rare is the indie-film enterprise that can be happy in this way. The norm is an unpaid principal with no employees between productions.

If equal pay is that important to you, stay a single, unmarried woman. It's not the employer's responsibility to make up for the free choices of its employees made on the employees' free and private time.

Remember, FDA employees are serious about fear. We pay these people to panic about an iota of rodent hair in our chili, even when the recipe calls for it. FDA employees are first-class agonizers, world champions at losing sleep. When Meryl Streep got hysterical about Alar, they actually checked the apples instead of Meryl's head.

If we face recession, we should not lay off employees; the company should sacrifice a profit. It's management's risk and management's responsibility. Employees are not guilty; why should they suffer?

If you have to conduct layoffs, which is always a regrettable thing, there's kind of three things that are very important. One is to communicate well with your employees in order to help them understand why it is you're doing, and how. Second is to make sure that the employees who are part of the go forward, understand kind of what happened and are not like the ground doesn't keep moving. It's like, okay, we did that, we're moving forward, here we go. And then for the employees that you unfortunately have to let go, try to provide as much support for them as possible.

Who are businesses really responsible to? Their customers? Shareholders? Employees? We would argue that it’s none of the above. Fundamentally, businesses are responsible to their resource base. Without a healthy environment there are no shareholders, no employees, no customers and no business.

American business long ago gave up on demanding that prospective employees be honest and hardworking. It has even stopped hoping for employees who are educated enough that they can tell the difference between the men's room and the women's room without having little pictures on the doors.

Modern Australian trade unionism and the unionist that I am doesn't rely on a class war view that somehow that the interests of employees and managers are in two separate spheres and they're irreconcilable. I believe that when people can go to work and be happy, satisfied, engaged, where the employer is getting employees who feel their interests are aligned with the employer, you get productivity. This is the future of Australian workplaces.

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.

Wal-Mart is an amazing success story. What I particularly admire very much about the late Sam Walton was his policy of valuing his employees. Giving value to employees is very rare in the retail industry. I also admire the strategies Walton used to build up his discount store concept.

... but actually it sucks to have a lot of employees, and you should be proud of how few employees you have.

Unions do have a proper role in negotiating for employees and advising employees, but they have to engage with the employer.

If Obama raises my company's taxes by 20 percent, how am I going to be able to survive as a company? Well, if I've got 30 employees, that means I'm going to have to lay off 10 employees so I can be able to keep up with the health and benefits and pension plans for my other 20 employees.

The most important mission for a Japanese manager is to develop a healthy relationship with his employees, to create a familylike feeling within the corporation, a feeling that employees and managers share the same fate.

Our mission statement about treating people with respect and dignity is not just words but a creed we live by every day. You can't expect your employees to exceed the expectations of your customers if you don't exceed the employees' expectations of management.

You have to connect with your market and your employees. First, understand that what your market says is fact and what you say is opinion. Then, take the time to create a good connection with your employees. Without those two key connections, your business will be stuck in mediocrity forever.

The only beef Enron employees have with top management is that management did not inform employees of the collapse in time to allow them to get in on the swindle. If Enron executives had shouted, "Head for the hills!" the employees might have had time to sucker other Americans into buying wildly over-inflated Enron stock. Just because your boss is a criminal doesn't make you a hero.

Our philosophy at Zoom is to create a company that promotes self-motivation. I have told our managers not to spend too much time motivating employees. You have to create an environment where employees can motivate themselves. That is really important because self-motivation is more sustainable.

If we reduce the number of employees for better short-term financial results, employee morale will decrease. I sincerely doubt employees who fear that they may be laid off will be able to develop software titles that could impress people around the world.

Defining, embedding, and living core beliefs set the stage for executives and employees to connect. Through actions that consistently convey who we are and how we act, executives can inspire employees to believe in the organization's values and buy in to its brand.

There are "four keys" to becoming an excellent manager: finding the right fit for employees, focusing on strengths of employees, defining the right results, and hiring for talent - not just knowledge and skills.

Most hierarchies are nowadays so cumbered with rules and traditions, and so bound in by public laws, that even high employees do not have to lead anyone anywhere, in the sense of pointing out the direction and setting the pace. They simply follow precedents, obey regulations, and move at the head of the crowd. Such employees lead only in the sense that the curved wooden figurehead leads the ship .

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.

We went on 'Fallon' and they had like one hundred-plus employees working on one show, and it's like, I can't afford more than two employees.

Exporting Church employees to Latin America masks a universal and unconscious fear of a new Church. North and South American authorities, differently motivated but equally fearful, become accomplices in maintaining a clerical and irrelevant Church. Sacralizing employees and property, this Church becomes progressively more blind to the possibilities of Sacralizing person and community.

With my employees, if something is wrong and we can figure it out, okay, otherwise goodbye. Your employees are part of your success, so you have to share that, but the guests and the atmosphere have to be happy first.

American managers often say they would like to pay their employees more, they argue that they can't afford to do so and, at the same time, keep the prices of their products competitive. As one CEO recently explained, "I would treat my employees as well as Starbuck's treats theirs, if I could charge the equivalent for my product of three dollars for a cup of latte!"