Top 1200 New Employees Quotes & Sayings - Page 3

You [the employees] are involved in a crusade.

To all that he touched he gave a new meaning, a new color, a new outline, a new loveliness, and a new poignancy.

I also think that employees these days expect less of a separation of work and personal life. That doesn't mean that work tasks should encroach upon our personal time, but it does mean that employees today expect more from the companies for whom they work. Why shouldn't your workplace reflect your values? Why is "giving back" not a part of our jobs? The answer for us is to integrate philanthropy with work.

Always treat your employees exactly as you want them to treat your best customers. You can buy a person's hand, but you can't buy his heart; his heart is where his enthusiasm is. You can buy his back, but you can't buy his brain. That's where his creativity is. Treat employees as volunteers just as you treat customers as volunteers, because that's what they are. They volunteer the best parts - their hearts and minds.

Fall in love with a dog, and in many ways you enter a new orbit, a universe that features not just new colors but new rituals, new rules, a new way of experiencing attachment.

Ed Lawler and I document that the key to creating good, productive jobs in all industries is to organize work processes and systems in ways that allow employees to contribute significant amounts of "added value" to the products they make and services they provide. When mangers give employees the organizational structure, resources, and authority needed for them to contribute their ideas and efforts, American workers, like those at Harley-Davidson, almost always prove capable of effectively competing against their overseas counterparts.

Hospitality is the key to new ideas, new friends, new possibilities. What we take into our lives changes us. Without new people and new ideas, we are imprisoned inside ourselves.

If you were charged with fixing the U.S. auto industry, how would you do it? The guys who run the auto companies are out of touch with their customers and their employees. They ride to work in their limousines. They go up in their elevators and lock themselves in their offices. They don't walk out into the plants. They wouldn't even drive in the neighborhoods where their employees live. They give themselves big bonuses when the company isn't making any money. I'd make them get involved with the people who are building the cars. They've got to become real people.

A much more radical conclusion . . . that, so far as I know, is shared by only a very few students of public choice [is]: that government employees or people who draw the bulk of their income from government by other means should be deprived of the vote . . . It is another example of the opening up of alternatives for investigation and the presentation of new conceivable policy options characteristic of public choice, rather than a policy that all its students favor.

Domestic employees are at the whim of their employers.

Hire passionate employees.

I think when people say they dread going into work on Monday morning, it's because they know they are leaving a piece of themselves at home. Why not see what happens when you challenge your employees to bring all of their talents to their job and reward them not for doing it just like everyone else, but for pushing the envelope, being adventurous, creative, and open-minded, and trying new things?

Forcing your employees to follow required steps only prevents customer dissatisfaction. If your goal is truly to satisfy, to create advocates, then the step-by-step approach alone cannot get you there. Instead, you must select employees who have the talent to listen and to teach, and then you must focus them toward simple emotional outcomes like partnership and advice....Identify a person's strenths. Define outcomes that play to those strengths. Find a way to count, rate or rank those outcomes. And then let the person run.

You make alterations, affecting your pose, a new house, a new car, a new job, a new nose.

I'm always looking for something new: a new inspiration, a new philosophy, a new way to look at something, new talent.

What the world needs today is neither a new order, a new education, a new system, a new society nor a new religion. The remedy lies in a mind and a heart filled with holiness.

Teaching is enormously satisfying because I'm constantly learning more. Just constantly being exposed to new voices and new life experiences and new worldviews and new structural dilemmas and new characters - it's really exciting for me.

Producers are now employees, not creators.

Each morning is the open door to a new world - new vistas, new aims, new tryings.

We'll continue to expand our footprint... Oracle's Fusion cloud applications for HCM, CRM and ERP all have a new simplified user interface and an integrated social network that makes our enterprise applications as easy-to-use and familiar as Facebook, while enabling better collaboration and teamwork among your employees and your customers.

I think maybe 50 years ago people and businesses felt like they had to choose between maximizing profits and making customers happy or making employees happy, and I think we're actually living in a special time where everyone's hyperconnected, whether through Twitter or blogs and so on. Information travels so quickly that it's actually possible to have it all, to make customers happy through customer service, to make employees happy through strong company cultures, and have that actually drive growth and profits.

Democrats love employees, it's employers they hate.

One of the best ways to make growth personal is to give employees a share in their firm, a real incentive to go the extra mile, more of a 'John Lewis Economy' if you like...We know that firms where employees are engaged and own a stake do at least as well as other companies in the good times and have performed even better in recent bad times. Expanding and recruiting at a much faster rate and achieving better productivity...So, why do they make up just 2% of our business landscape?

We live in a world where there are a hell of a lot of new inputs that need to be factored in to your business. It used to be just about your employees and your customers. Now there are all the issues about global warming, about sustainability, about ethics and now about gender and the distribution of wealth.

Most of my work in New York has been on new musicals. And all through the preview process, they throw you new songs, new lyrics, new choreography, new scripts; you're constantly getting new material. You might get it in the morning and put it in the show at night. It happens every single day, so those muscles are pretty toned.

Vlad hated doing the paperwork as much as he did when a human employee quit, which was why they'd both made a promise not to eat quitters just to avoid the paperwork. As Tess had pointed out, eating the staff was bad for marale and made it so much harder to find new employees.

It cannot suffice to invent new machines, new regulations, new institutions. It is necessary to change and improve our understanding of the true purpose of what we are and what we do in the world. Only such a new understanding will allow us to develop new models of behavior, new scales of values and goals, and thereby invest the global regulations, treaties and institutions with a new spirit and meaning.

The object of a New Year is not that we should have a new year. It is that we should have a new soul and a new nose; new feet, a new backbone, new ears, and new eyes. Unless a particular man made New Year resolutions, he would make no resolutions. Unless a man starts afresh about things, he will certainly do nothing effective.

I am all about new beginnings. A new grandchild, another new hairstyle, a new email account. Why not a new relationship with the press?

Companies have a responsibility to train and retrain their employees.

I started at HSN in May of 2006, and by October, we had rolled out a new brand image, a new tagline, a new vision statement, a new customer manifesto, and new advertising.

I’ve seen how important this concept is in business. To be truly successful, companies need to have a corporate mission that is bigger than making a profit. We try to follow that at salesforce.com, where we give 1% of our equity, 1% of our profits, and 1% of our employees’ time to the community. By integrating philanthropy into our business model our employees feel that they do much more than just work at our company. By sharing a common and important mission, we are united and focused, and have found a secret weapon that ensures we always win.

I'm there for my friends, and I'd like to think I'm there for my employees.

Each quarter, Indian IT firms publish their results, and these are broadcast on CNBC. From the comfort of their boardrooms, executives say how many new employees have been added, how many more Fortune 500 companies have been signed up as clients, how many million-dollar companies were added, and so on.

Wherefore give all diligence to the Spirit's motion and leadings, what it moves against, and what it leads to; for now will God make all things new: A new creation, new heavens, and new earth, and new heart and mind, and a new law, a new man to walk therein with his Maker with cheerfulness, and the old bonds are broken by the Spirit's leading, and to serve in newness of spirit.

When you advance a frontier, you're doing something that no one has done before. Every time that happens, you have to innovate. You have to think in new ways that hadn't been thought before. You have to invent a new piece of hardware, a new concept, a new law of physics, a new material, a new construction material to enable you to accomplish what it is that you chose to reach for by dreaming about tomorrow.

Half of my employees are women.

In general, workers under 35 highly value Millennials' ability to relate, be helpful, be open-minded, and be understanding. Employees over 35 appreciated their energy, enthusiasm, open-mindedness, fresh perspective, and understanding of new technologies. It is interesting, in my early research, Millennials entering the workforce reported advantages they claimed to have in the workplace. The advantages turn out to be strengths that are recognized in them as managers.

The one who travels like a lover searching for a new passion is suddenly blessed with new eyes, new ears, new senses.

There will be no new arcadian age. There will always be new burdens, new problems, new failures, new beginnings. And the glory of man is to respond to his harsh fate with zest and ever-renewed effort.

It's interesting to find new things with the game. It's fun finding new positions, new openings and new strategies.

You need your employees to embrace change.

Thoughts create a new heaven, a new firmament, a new source of energy, from which new arts flow.

There is a very strong linkage between U.S. banks and European banks. There are plenty of European employees that are employed by U.S. companies, and there are plenty of U.S. employees that are employed by European companies.

One of the great strengths of American culture is this empowerment of individual, is the individual being able to be entrepreneurial, create new things. But you create a whole group of people to make great companies. It's employees and investors and customers and partners. The fabric of society, of a network of relations, is key to being successful.

Within two weeks of moving into the White House, Obama signed a series of executive orders championed by union bosses. The new rules authorized sweeping powers for the labor secretary that essentially blackball nonunion contractors targeted by labor organizers and blacklist nonunion employees in the private sector from working on taxpayer-funded projects.

New Rule: All Fox News employees must now refer to President Bush as "my liege". If they are going to treat President Bush like he's an infallible king, they need to start addressing him as if he was an infallible king. And they can do this by addressing him as "my liege".

I am somewhat surprised to have employees.

My opinion is that new needs need new techniques. And the modern artists have found new ways and new means of making their statements.

When Colin Powell showed up as Secretary of State in 2001, most State Department employees still didn't even have computers on their desks. When I got there they were not mostly permitted to have handheld devices. I mean, so you're thinking how do we operate in this new environment dominated by technology, globalizing forces? We have to change, and I can't expect people to change if I don't try to model it and lead it.

A marriage. . .will give a new gladness to the sunshine, a new fragrance to the flowers, a new beauty to the earth, and a new mystery to life.

Listen to the long stillness: New life is stirring New dreams are on the wing New hopes are being readied: Humankind is fashioning a new heart Humankind is forging a new mind God is at work. This is the season of Promise

I try to see each new season as a new challenge because I have a new team to work with, new opponents to encounter, and often new ideas and theories to try

America has tremendous problems. We're a debtor nation. We're a serious debtor nation. And we have a country that needs new roads, new tunnels, new bridges, new airports, new schools, new hospitals.

Everybody's trying to repeat the past with the new network, with new devices and new tools. Why not make something brand-new?

The CEO announces that the purpose of the firm is to improve the lives of the customers and the lives of the firm's stakeholders and the quality of the planet. The company will give fair compensation to all the stakeholders and the CEO will not earn more than 20 times the median income of his employees. He will want his employees to rate him, just as he also has to rate them.

The New Capitalism (arising from the global economic downturn)...those running our biggest commercial businesses will have to be more visible. They'll have to manifest a genuine understanding not only of the anxieties of their employees but of all taxpayers. Those chief executives who succeed will be those who imbue in their businesses very simple, commonsense standards of decency

I'm a big believer that if you're happy and your employees are happy, your customers are going to be happy. If you're unhappy and your employees are unhappy, there's no way your customers are going to be happy.

During childbearing years, changing jobs - even for a fundamentally better gig - can be a very bad idea. Those prime childbearing years - mid-twenties to early forties - overlap precisely with prime professional years. This is when employees are most attractive to new employers, when they should be able to zip up ladders with the most alacrity.

In the first study, Grant and his colleagues analyzed data from one of the five biggest pizza chains in the United States. They discovered that the weekly profits of the stores managed by extroverts were 16 percent higher than the profits of those led by introverts—but only when the employees were passive types who tended to do their job without exercising initiative. Introverted leaders had the exact opposite results. When they worked with employees who actively tried to improve work procedures, their stores outperformed those led by extroverts by more than 14 percent.