Quotes of All Topics . Occasions . Authors
Not a manager or an executive yet? It's not too early to practice. Many companies are always looking for people to volunteer to help coordinate happy hours, onboard new employees, or plan the holiday party.
There is a story which is not being told strongly enough of the Afghan employees of the UN inside the country who are saving hundreds of thousands of lives everyday by their bravery and nobody talks of them.
We have been fighting for solutions that will spur economic growth and create jobs for all Americans because we have been listening to what small business owners and employees have been telling us all along.
Without a doubt, the most fiscally responsible way to increase the number of officers on our streets is to mobilize uniformed officers in administrative jobs and to use civilian employees to fill those jobs.
The most important thing executives can do is send a very clear message to their employees that they care about each person's overall wellbeing and that they want to be a part of helping it improve over time.
I don't think there is a person who loves the Nets as much as I do - from our fans, all the employees in the arenas, the front office personnel and the owners. I will always be loyal to our fans and the Nets.
Amnesty is the magnet. Other magnets that you mentioned are anchor babies who get benefits in this country and employer deductions for employees, even if they are here illegally, which Mr. King is addressing.
Greed has increasingly become a virtue among Wall Street bankers and corporate CEOs in the U.S. Nowhere else in the world do CEOs insist on receiving compensation as high compared to what their employees earn.
From the very first time I talked to Safeco employees, I said the reality was expenses were too high and the reality is two-thirds of our expenses are people, so the reality is there will be effects on people.
At Brit + Co, our mission is to unlock creativity, so we look for future employees that actively flex their creative muscles. The design of your resume is the first way to let me know more about your aesthetic.
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.
Today, no leader can afford to be indifferent to the challenge of engaging employees in the work of creating the future. Engagement may have been optional in the past, but it's pretty much the whole game today.
Employees who report receiving recognition and praise within the last seven days show increased productivity, get higher scores from customers, and have better safety records. They're just more engaged at work.
My feminist values are rooted in my socialist values. The number of women CEOs in Britain's biggest companies is irrelevant if they pay their women workers poverty wages or discriminate against black employees.
The wealth that was created by my investments wasn't put into a giant swimming pool as so many elected demagogues seem to imagine. Instead it benefitted our employees, their families and our community at large.
We can't, nor should we try, to influence who our employees vote for, but facilitating their involvement in civic action is better for business, better for our people, and better for our government institutions.
The best employees are those who bring real energy and initiative to the job. I like to know whether you're the kind of person who can set priorities, take initiative, and drive results right from the beginning.
I'm a true believer that you have a moral obligation to keep your employees honest, and that is why you have controls, so I'm never tempted or put in a position where I could do something to defraud my employer.
We hire military veterans because they make great employees. They bring proven technical and leadership skills. They understand teamwork, and they're adaptable. Bottom line, hiring veterans is good for business.
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.
Wal-Mart is the biggest distributor of DVDs out there, but personally, I think their manufacturing policies have destroyed our economy, and they don't pay their employees enough. I have massive problems with them.
Every day, we're learning about what's happened with global warming and what's happening all around the world, and our employees and our customers are really feeling that it's time to step up and make a difference.
I'm very, very bullish about our prospects, and as I tell our board, as I tell our employees, this is the time to invest. There's so much opportunity. Let's just invest in that opportunity, and really get after it.
We recognize that our employees are instrumental to our success, which is why we look for the best and the brightest in the industry. We consider ourselves not only a technology company, but also a learning company.
I think many businesses will allow their employees to work from home. The main challenge here is how to make sure Zoom will give a better and safer experience to users than compared to that in an office environment.
The economic tsunami has hit all airline employees. With the 2001 terror attacks, airline bankruptcies, pension terminations, loss of pay, changes in work rules - we're all working harder and longer than we used to.
In life, we do not give employees enough leeway. If you look around Semco's office, there are plenty of empty desks. The question is - where are these people? I do not have the slightest idea, but I am not interested.
I had a choice between working on Wall Street or doing consulting or working at a start-up, and I got a job at a start-up. I was one of the first employees there, and I did everything for them, and it was so much fun.
As an HR Manager, you don't have to build a top-down perks program. You decide how much you want to invest in your employees, and then you give your employees the control to build a custom perk package for themselves.
Theoretically, an open-plan office is a great format for a changeable work environment, a place where employees have a say over how they work and a place that can adapt to their needs and to the needs of the business.
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.
Pointing out that overspending on public-employee benefits leads to fiscal instability does not mean that public employees are bad people or that they deserve to fall on hard times; it's just observing a simple truth.
Employees that feel known and they feel like they know why their job matters and they have a sense of measuring it stay later, do extra work, and are committed to the organization above the requirements that they have.
Look at the Quakers - they were excellent business people that never lied, never stole; they cared for their employees and the community which gave them the wealth. They never took more money out than they put back in.
Your employees have lots of opinions about everything - your strategy and vision; the state of the competition; the quality of your products; the vibe in the workplace. There are tons of things you can learn from them.
At the height of the first great dot-com boom, Craig Kanarick, then in his early 30s, was running Razorfish, a Web design firm he'd co-founded with an old friend, which at its peak had 2,300 employees in nine countries.
Taxpayers should demand that their states honestly assess public pension plans, accurately measure the assets and liabilities, and take steps to provide fair benefits to public employees that limit taxpayers' liability.
Things that have happened with Enron and companies like that, where they've squandered their employees' pension funds, I think it has brought a new level of anxiety. People don't feel like they can trust their employer.
If you want to have the best employees, there really needs to be a vision and a mission. Talent looks for a mission. And if you have the best talent, that's the single biggest competitive advantage any company can have.
People actually aren't moving on from companies much more quickly than in the past, but there's a perception that they do, so companies are investing less in talent on the assumption that young employees won't stay long.
Give your employees a shot at showing the company a new way, and provide the room for them to chalk up a few small victories. Once they've proved that their idea can work on a limited basis, they can begin to scale it up.
I don't believe any person looking for work is fearful of political judgment. Government is a large institution, and if they believe that people are going to get rid of good employees for political reasons, that's absurd.
If they lose their legal basis for owning a .cn domain, google.cn would cease to exist, or if it continued to exist, it would be illegal, and doing anything blatantly illegal in China puts their employees at serious risk.
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.
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.
Large companies are not going to disappear. Multinational companies with tens of thousands of employees are not going to disappear. In fact, many of them are getting larger because they can benefit from economies of scale.
You really have to understand this isn't a business where you sit in the back room and do calculations - you have to be very concerned about employees and customers, because that's really what's going to bring you success.
The support of organizations including the NY Jets, Canon USA, USA Football, and Outback Steakhouse is a great example of how corporate America can make an impact in bettering the communities where employees work and live.
Amazon drove Borders out of business, and the vast majority of Borders employees are not qualified to work at Amazon. That's an actual, full-on problem. But should Amazon have been prevented from doing that? In my view, no.
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.