Top 1200 New Employees Quotes & Sayings

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.

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

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.

We need a new generation of executives who understand how to manage and lead through data. And we also need a new generation of employees who are able to help us organize and structure our businesses around that data.

Onboarding – How To Get Your New Employees Up To Speed In Half The Time

On the back end, software programming tools and Internet-based services make it easy to launch new global software-powered start-ups in many industries - without the need to invest in new infrastructure and train new employees.

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.

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

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.

I've been to Oculus a few times to do book signings and things there, and they tell me 'Ready Player One' is, like, required reading for new employees.

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.

I don't think JetBlue has a better chance of being profitable than 100 other predecessors with new airplanes, new employees, low fares, all touchy-feely ... all of them are losers. Most of these guys are smoking ragweed.

If we are to create a new agenda for family/work policies, employers and employees have to take a seat at the same table and recognize their mutual gains.

The society of organizations is new-only seventy years ago employees were a small minority in every society.

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.

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.

We encourage employees to ship new features on day one, which immediately encourages them to come up with something creative and different.

It shouldn't be easier for a company to get a tax break on buying another robot than training their employees to gain new skills for the modern economy.

A critical lesson I learned is that we have to make sure all our employees, particularly new hires, have a full immersion in our culture.

Persuading employees to let go of old values and beliefs and adopt new ones can be challenging.

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.

All institutions have lapses, even great ones, especially by individual rogue employees - famously in recent years at The Washington Post, The New York Times, and the three original TV networks.

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

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.

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

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.

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.

All too often, new hires have a different expectation of their job and responsibilities than the organization does. Any miscommunication during the recruiting process needs to be cleared up ASAP. Whenever possible, give new employees a written plan of objectives and responsibilities.

Shareholder value is the result of you doing a great job, watching your share price go up, your shareholders win, and dividends increasing. What happens when you have increasing shareholder value? You're delivering better employees to their communities and they can give back. Communities are winning because employees are involved in mentoring and all these other things. Customers are winning because you're providing them new products.

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?

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.

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.

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.

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.

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.

We're not going to attract new businesses if we don't have safe subway systems where everyday employees are able to get to their work in a safe manner.

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.

Just put a little pin in your mind: when you cross 50 employees, there are a new set of HR rules that you have to comply with.

We need to support new organizing strategies for employees who too often have never had the benefit of collective bargaining, and we have to resist the assault on workers' rights.

When employees join executives in truly owning the responsibility for business success, an exciting new sense of teamwork takes hold.

Being an entrepreneur I love to help people, and I think through the products that we develop in my company, we will be able to help a lot of people. Whether it's help them to get over the difficulties of a technology and use it. Or helping employees, creating new jobs, new opportunities for people that work in my company.

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.

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.

Only to bureaucrats can the idea occur that establishing new offices, promulgating new decrees, and increasing the number of government employees alone can be described as positive and beneficial measures.

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.

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

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

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.

By creating explicit occasions to invite dissenting viewpoints on a new project, strategy or policy, leaders enable employees to feel that their questions are welcomed and appreciated.

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.

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

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.

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.

Most companies overlook the most basic of all training functions: the onboarding of new employees into their corporate culture.

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.

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.

Opening new stores outside of Japan is important, but training our employees is even more important.

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.

What I'd like to see is a private [healthcare] system without the artificial lines around every state. I have a big company with thousands and thousands of employees. And if I'm negotiating in New York or in New Jersey or in California, I have like one bidder. Nobody can bid.Because the insurance companies are making a fortune because they have control of the politicians.