Top 1200 Great Employee Quotes & Sayings

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.

Nothing motivates a great employee more than a mission that's so important that it supersedes everyone's personal ambition.

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

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.

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.

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.

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.

Great people attract great people. The quality of your team can play a big role in employee happiness.

I do great with Latino voters. I employee so many Latinos, I have so many people working for me, the Latinos love Trump, and I Iove them.

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.

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

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

Certainly, we continue to bring in new people. We'll hire, net new, over 4,000 people this year, and attract great people into the company. I'm very bullish about the employee base and what it can accomplish.

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.

Have you thanked a front-line employee for carrying around a great attitude ... today?

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.

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.

Providing career growth and development opportunities for our people is of paramount importance, and that's why we surround and support our diverse employee team with investments in innovation, technology, training, and a wide variety of programs so they can build great careers. 'Fortune' saw that in KPMG, and we're delighted.

If you can help an employee get to that extra level of skill, you have a great executive.

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.

At the end of the day, you can decide whether you want to be an employee with a great attendance record, getting promoted to ever better titles and working on interesting projects - or whether you want to attempt to do something spectacular - this be or do should be a question you never stop asking yourself - for the next 20 years, and beyond.

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

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

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

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.

When you have chemistry with a potential hire, they will most likely become a great employee.

The right personality with a weak resume can be filled in. That's the employee who will become great.

One of the proven ways of getting workers more involved with their jobs is by dovetailing employee profit-sharing and stock ownership plans with greater responsibility sharing... Trade unions in this country should... consider these arrangements much more carefully than they have up to now... Expanded employee profit participation and stock ownership would provide workers with a greater measure of economic and social independence, thus stimulating increased productivity.

As the company grows and about this 25 or so employee size, your main job shifts from building a great product to building a great company.

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.

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

You can not only do great things for an urban core by moving your employee base there, you're also going to be a better business.

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.

In December 1989, my mother died very suddenly, and that sparked a re-evaluation of what I was doing, and I realized I was mediocre at everything. I was a mediocre IBM employee, I was a mediocre entrepreneur, I was a mediocre artist. I decided that, although my mom wouldn't be around to see it, I wanted to be great at something.

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.

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.

I've been an employee all my life. Would I wish, if I could rewind it, to have gone down a different route? Possibly, but I've had a great time. Anyway I'm not ruling it out; I could still buy a business.

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 had, like, 11 jobs. I've been fired 11 times! 'Cause I'm not cut for that. You know, I was a great employee, man. Everybody loved me coming to work - I'm singing, tellin' jokes on the assembly line. I was miserable, man. I was dying. I was dying.

Every employee at Workday thinks about how they are going to help customers be successful. It is a simple formula, but a lot of companies go out, and they don't listen to their customers; they don't try to solve hard problems, making it tougher for themselves to create a great business.

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.

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 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.

The first thing to look for when searching for a great employee is somebody with a personality that fits with your company culture. Most skills can be learned, but it is difficult to train people on their personality.

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.

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.

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.

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.

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.

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.

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.

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.

Having ideas and doing them - that's what entrepreneurship comes down to. That's something that makes you not just a great founder who I want to invest in, but also a great employee or someone I want to work with.

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.

I understand that it's the thought that counts, but receiving money is so great, so if you're in a position to give an employee a bonus, just do that.

I've done a number of things in the spirit of employee motivation. I tend to be a storyteller and a student of history. I often tell stories of great battles, like the battle of Thermopylae, to inspire teams who face what appear to be insurmountable odds.