Employee And Company Quotes & Sayings

The advertisement challenges potential candidates: "Think you can get HubSpot on the cover of Time magazine or featured on 60 Minutes?" Take it from someone who worked at Time's primary competitor - the only way a company like HubSpot will ever merit that kind of coverage is if an employee brings in a bag of guns and shoots the place up. — Dan Lyons

Any feeling of security is only in your head. Anything could happen at any time. As long as you are strictly someone's employee at one company, you're a liability on the balance sheet. I say that as a business owner. We cannot trust any government to provide us with what we need, nor is that its responsibility. We cannot trust most employers either. Insulate yourself with multiple incomes either from different companies or by working for yourself in addition to one main source of income. Diversify and protect yourself. - Chris Lutz, Modular Career Design — Chris Lutz

I got up on time this morning, boarded the train, changed to the subway, and worked like an aggressive career woman in one of the biggest corporations around. At night I transformed into a prostitute sought out by men. Suddenly I remembered the argument I had had earlier with Arai and stopped short. I'm a company employee day and night. Or is it that I'm a prostitute night and day? Which is it? Which one is me? — Natsuo Kirino

There is no contest between the company that buys the grudging compliance of its work force and the company that enjoys the enterprising participation of its employees — Ricardo Semler

The relationship between nurturance and moral self-interest can be seen most clearly in nurturant forms of business practice. It involves the humane treatment of employees, the creation of a safe and humane workplace, social and ecological responsibility, fairness in hiring and promotion, the building of a work community, the development of excellent communication between employees and management and between the company and its customers, opportunities for employee self-development, a positive role in the larger community, scrupulous honesty, a regard for one's customers and for the public, and excellent customer service. Policies such as these have increased the productivity and success of many businesses. They are models of how Nurturant Parent morality can function to help businesses be successful and to allow owners, investors, and employees to seek their self-interest within this moral system. Moral — George Lakoff

Companies have a responsibility to train and retrain their employees. — Gregory Balestrero

Employers have gone away from the idea that an employee is a long-term asset to the company, someone to be nurtured and developed, to a new notion that they are disposable. — Barbara Ehrenreich

If you have the opportunity to go be an early employee at a company that's just going crazy, and you believe it's the next Facebook or Google, you should go join that company. — Sam Altman

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. — Timothy Simons

If I had to run a company on three measures, those measures would be customer satisfaction, employee satisfaction and cash flow. Jack Welch, former CEO of GE — Anonymous

Our employees are so enthusiastic about The Container Store, in fact, that they're also our best recruiters. We only have a few "official" full-time employees in our recruiting department in our Dallas headquarters, mostly to fill specialized job openings. Instead, we train every employee in the company in how to recruit new members of our team, and we offer constant reminders about the importance of always being on the lookout for talent. It's not the recruiting department's job to recruit. It's the recruiting department's job to make sure everyone takes on the personal responsibility of recruiting - that we all do it. — Kip Tindell

They believe if employees are treated right and well compensated, they will be loyal to the company. A loyal employee is worth his or her weight in gold. — Serena Simpson

Everybody has a product to sell - no matter whether you're an employee, a founder, or an investor. It's true even if your company consists of just you and your computer. Look around. If you don't see any salespeople, you're the salesperson. — Peter Thiel

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. — Steve Ballmer

Good manners are cost effective. They not only increase the quality of life in the workplace, they contribute to employee morale, embellish the company image, and play a major role in generating profit. — Letitia Baldrige

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. — Jack Welch

There is always a critical job to be done. There is a sales door to be opened, a credit line to be established, a new important employee to be found, or a business technique to be learned. The venture investor must always be on call to advise, to persuade, to dissuade, to encourage, but always to help build. Then venture capital becomes true creative capital - creating growth for the company and financial success for the investing organization — Georges Doriot

Fire relatively quickly. A poorly performing employee is likely also an unhappy employee and that can be a cancer to your company's culture. If an employee is no longer achieving what you want or is not fitting in for whatever reason, think about the specific accomplishments or behavior you're looking for. Sit down with him and give him very specific, quantifiable goals you want him to accomplish over the next two months. If he can't meet your requirements in that two-month period, let him go. You will never regret it. Save — Chris LoPresti

Unless you are building a new company from the ground up and can install caring as your businesses' cornerstone, you have to be willing to embark on a completely cultural overhaul so that, like a local mom and pop shop, every employee is comfortable engaging in customer service, and does it authentically. — Gary Vaynerchuk

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. — Marcus Buckingham

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. — Sam Altman

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. — Marcus Buckingham

An employee in your company makes a careless mistake that costs you business. This can be exactly what you spend so much time and effort trying to avoid. Or, with a shift in perception, it can be exactly what you were looking for - the chance to pierce through defenses and teach a lesson that can be learned only by experience. A mistake becomes training. — Ryan Holiday

every employee and manager must understand who you are as a company, and what you stand for. They must be true to your brand values and be able to passionately explain them to your prospects and customers. — Richard Parkes Cordock

Engaging in social business is beneficial to a company because it leverages on business competencies to address social issues, involves one-time investment with sustainable results, and produces other positive effects such as employee motivation and improved organizational culture. — Muhammad Yunus

In the security community, this letter is known by all as a "get-out-of-jail-free card." Pen testers tend to be very conscientious about making sure they always have a copy of the letter with them when they're on or anywhere near the premises of the client company, in case they get stopped by a security guard who decides to flex some muscle and impress the higher-ups with his gumshoe instincts, or challenged by a conscientious employee who spots something suspicious and has enough gumption to confront the pen tester. — Kevin D. Mitnick

When you found a company, you have the original vision, you make all the original decisions, you know every employee, you kind of know every aspect of the product architecture and its limitations. — Ben Horowitz

I think Google's founders are both a couple of guys with some high ideals which have been to some degree reflected in the way the company has been run in terms of its having a very good workplace and good employee programs, and now that they're going public they want in some ways to be able to ensure that that kind of approach continues. So they've effectively put in place this notion of "Don't Be Evil". — Joel Bakan

Employee networks are extremely valuable to companies as a source of information. As Bill Gates wrote more than a decade ago, "The most meaningful way to differentiate your company from your competition, the best way to put distance between you and the crowd, is to do an outstanding job with information. How you gather, manage, and use information will determine whether you win or lose."1 — Reid Hoffman

Believing that your company is not just about making money, that there is a meaning and a purpose to what you do, that your company has a mission, and that you want to be part of that mission - that is a big prerequisite for working at one of these places. How that differs from joining what might otherwise be called a cult is not entirely clear. What is the difference between a loyal employee and brainwashed cultist? At what point does a person go from being the former to the latter? — Dan Lyons

Employee ideas illustrate the profound understanding of a company's capabilities and customers that only people working on the front-lines can possess. — Alan G. Robinson

Before I started a company, I was an employee with a bad attitude. I was always felt like, bosses are stupid, and people weren't well treated. — Mitch Kapor

In the middle of the Great Depression, George Jenkins, Jr. left his job at a grocery store and decided he would open up his own store. I am sure many people thought Mr. Jenkins was crazy, but he had a dream. Today, his chain of stores employs 127,000 Floridians and is the largest employee-owned company in the country. We know it as Publix. — Rick Scott

In 2009 Southwest Airlines was the largest airline in the world based on the number of passengers that fly the airline each year,30 and in 2011 it was not only America's leading low-cost carrier but was also rated America's favorite airline by Consumer Reports.31 Joe Harris, a labor lawyer for Southwest, explains that the company's harmonious employee relations are no accident. "At Southwest, our employees come first; our customers come second; and our stockholders come third," he said. "The rationale is pretty simple. If we treat our employees right, they're going to treat our customers right. If our customers are treated right, they will come back and our stockholders will benefit."32 — Douglas Van Praet

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. — Harvey MacKay

The masters and overseers were so good at employee development, in their absence, the employees still achieved the company's mission — Darnell Lamont Walker

Without doubt, there are lots of ways to measure the pulse of a business. But if you have employee engagement, customer satisfaction, and cash flow right, you can be sure your company is healthy and on the way to winning. — Jack Welch

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. — Yvon Chouinard

A company's employees are its greatest asset and your people are your product — Richard Branson

Once a few Facebook employees put together a promising idea and start a company, that's very exciting to people. I happen to think being a Facebook employee is really correlated with good ideas. — Dustin Moskovitz

Her mother, an employee with a state-owned company, is a Serb. Her father, an engineer, is a Muslim, which means that S. is neither one nor the other. That is why S. thinks she is exempt from alignment. This is what she believed until the armed men and soldiers arrived in her mountain village that same day. Now, however, she sees that for her war began the moment others started dividing and labelling her, when nobody asked her anything any more. — Slavenka Drakulic

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. If you can find people who are fun, friendly, caring and love helping others, you are on to a winner. — Richard Branson

When I see someone not performing, I am frank enough to tell the person that it's not working out. I request him or her to leave or change jobs within the group. But I see many of our senior colleagues, including my brothers, sons and nephews, empathetic towards non-performers. They don't want to face the issue. They tend to become comfortable with such people and they get protection. They tend to choose people who become personally loyal to them rather than to the company. I think it's important to be professional about such matters. Protecting a non-performer is not good for the business and also the person being protected. This is unprofessional too. The non-performer may be in the wrong job and thus not doing what he or she is best at doing. Empathy that results in protection would lead to a negative result for the employee as well. He or she might be better off in another job within the group or elsewhere. — Subhash Chandra

Managers who feel inadequate in their jobs are often unreceptive to employees' ideas and denigrate subordinates who speak up, according to research at a multinational energy company and a subsequent experiment. In such cases underlings might consider voicing their ideas in private so that bosses feel less threatened. "MANAGING TO STAY IN THE DARK: MANAGERIAL SELF-EFFICACY, EGO DEFENSIVENESS, AND THE AVERSION TO EMPLOYEE VOICE," BY NATHANAEL J. FAST, ETHAN R. BURRIS, AND CAROLINE A. BARTEL — Anonymous

I have always made it a point to know our employees, to visit every facility of our company, and to try to meet and know every single employee. — Akio Morita