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Notable quotes about employees

The modern enterprise is defined not by its capital or infrastructure, but by the collective energy and alignment of its workforce. Navigating the delicate balance between management and inspiration, the world’s most successful leaders recognize that organizational excellence is an internal achievement before it is an external victory. This collection serves as a definitive resource on the strategy and philosophy of human capital, exploring how the evolving relationship between the organization and the individual shapes the trajectory of global commerce.

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Framing the employee as a strategic partner

 

It is not usual to speak of an employee as a partner, and yet what else is he?[1]

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In my organizations I don't have employees; I have teammates. Yes, I do pay people and offer them benefits. But people don't work for me. They work with me. We are working together to fulfill the vision. Without them, I cannot succeed. Without me, they cannot succeed. We're a team. We reach our goals together. We need each other. If we didn't, then one of us is in the wrong place.[2]

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Treat employees like partners, and they act like partners. [3]

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You'll attract the employees you need if you can explain why your mission is compelling: not why it's important in general, but why you're doing something important that no one else is going to get done.[4]

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No company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it. [5]

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A great employee is like a four leaf clover, hard to find & lucky to have. [6]

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Great things in business are never done by one person; they’re done by a team of people. [7]

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Great companies connect to the heartstrings of their employees to make their purposes known.[8]

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If you are lucky enough to be someone's employer, then you have a moral obligation to make sure people do look forward to coming to work in the morning. [9]

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The job of the gifted boss is to create a magnetic environment, one capable of attracting great employees — the kind who don't need management, who lift up their coworkers and even their boss.[10]

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Empowerment and the architecture of leadership

 

Leaders need to provide strategy and direction and to give employees tools that enable them to gather information and insight from around the world. Leaders shouldn't try to make every decision.[11]

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Simply giving employees a sense of agency- a feeling that they are in control, that they have genuine decision-making authority - can radically increase how much energy and focus they bring to their jobs.[12]

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The great organization must not only accommodate the fact that each employee is different, it must capitalize on these differences. It must watch for clues to each employee's natural talents and then position and develop each employee so that his or her talents are transformed into bona fide strengths.[13]

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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?[14]

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Your job is not to lower the bottom by adjusting for and accommodating the lowest-performing employees. You should be raising the top by recognizing and rewarding superstar behavior.[15]

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Great employees don't have jobs, they have talents.[16]

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Once employees feel challenged, invigorated and productive, their efforts will naturally translate into profit and growth for the organisation.[17]

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Getting every employee’s mind into the game is a huge part of what a CEO’s job is all about. Taking everyone’s best ideas and transferring them to others is the secret. There’s nothing more important. [18]

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Employees want to believe their company has a meaningful purpose. They want to know that their own job is worthwhile. They want to make a difference. If all three of these conditions are accomplished, bottom line results will follow.[19]

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Cultivating growth through appreciation and trust

 

We nourish the bodies of our children and friends and employees, but how seldom do we nourish their selfesteem? We provide them with roast beef and potatoes to build energy, but we neglect to give them kind words of appreciation that would sing in their memories for years like the music of the morning stars.[20]

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I consider my ability to arouse enthusiasm among men the greatest asset I possess. The way to develop the best that is in a man is by appreciation and encouragement. [21]

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In all forms of leadership, whether you are a coach, a CEO, or a parent, there are four words that, when said, can bring out the best in your team, your employees, and your family. I BELIEVE IN YOU. Those four words can mean the difference between a fear of failure and the courage to try.[22]

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If you look for the best in your employees, they'll flourish. If you criticize or look for the worst, they'll shrivel up. We all need lots of watering.[23]

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It is literally true that you can succeed best and quickest by helping others to succeed. [24]

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You get the best out of others when you give the best of yourself. [25]

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If you are a parent, you have probably already realized that your children are always watching what you do. And just as children watch their parents and emulate their behavior, so do employees who are watching their bosses.[26]

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Treat employees like they make a difference, and they will. [27]

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You educate people, especially young people, by stirring their passions, so you take every opportunity to grab the imagination of your employees, you get them to feel they are doing something important, that they are not a lone voice, that they are the most powerful and potent people on the planet.[28]

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Research indicates that workers have three prime needs: Interesting work, recognition for doing a good job, and being let in on things that are going on in the company. [29]

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Linking workplace culture to marketplace success

 

Customers will never love a company until the employees love it first. [30]

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Always treat your employees exactly as you want them to treat your best customers.[31]

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If you take care of your employees they will take care of your customers and your business will take care of itself. [32]

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When employees are happy, they are your very best ambassadors. [33]

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Happy employees build great products, and they take care of customers. [34]

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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. [35]

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In order to build a rewarding employee experience, you need to understand what matters most to your people. [36]

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The way you treat your employees is the way they will treat your customers[37]

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Customers long to interact with - even relate to - employees who act like there is still a light on inside.[38]

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To win in the marketplace you must first win in the workplace. [39]

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Navigating the complexities of organizational dynamics

 

The difference between slaves in Roman and Ottoman days and today's employees is that slaves did not need to flatter their boss.[40]

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Employees are not your family, or even your friends. Don't drag personal emotions or relationships into the business situation.[41]

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Never expect the employees to be truly honest in front of their boss.[42]

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Silicon Valley's success comes from the way its companies build alliances with their employees.[43]

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The concept of lifetime employment arose when Japanese managers and employees both realized that they had much in common and that they had to make some long-range plans.[44]

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In Japan, employees occasionally work themselves to death. It's called Karoshi. I don't want that to happen to anybody in my department. The trick is to take a break as soon as you see a bright light and hear dead relatives beckon.[45]

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And in business, you behave in the way that gets the best from your managers and your employees.[46]

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If you fulfill the wishes of your employees, the employees will fulfill your visions. [47]

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Strategically, a major function of the CEO is to look for bad news and encourage the organization to respond to it. Employees must be encouraged to share bad news as much as good news.[48]

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The resentment that criticism engenders can demoralize employees, family members and friends, and still not correct the situation that has been condemned.[49]

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I like business because It demands faith. Faith in human nature, faith in one's self, faith in one's customers, faith in one's employees.[50]

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References

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  5. ↑ {{#invoke:citation/CS1|citation |CitationClass=news }}
  6. ↑ {{#invoke:citation/CS1|citation |CitationClass=web }}
  7. ↑ {{#invoke:citation/CS1|citation |CitationClass=news }}
  8. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  9. ↑ {{#invoke:citation/CS1|citation |CitationClass=web }}
  10. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  11. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  12. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  13. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  14. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  15. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  16. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  17. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
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  19. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
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  27. ↑ {{#invoke:citation/CS1|citation |CitationClass=news }}
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  29. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
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  31. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  32. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  33. ↑ {{#invoke:Citation/CS1|citation |CitationClass=magazine }}
  34. ↑ {{#invoke:citation/CS1|citation |CitationClass=news }}
  35. ↑ {{#invoke:citation/CS1|citation |CitationClass=web }}
  36. ↑ {{#invoke:citation/CS1|citation |CitationClass=web }}
  37. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  38. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
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  40. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  41. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  42. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  43. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  44. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
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  47. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  48. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  49. ↑ {{#invoke:citation/CS1|citation |CitationClass=book }}
  50. ↑ {{#invoke:citation/CS1|citation |CitationClass=news }}

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