Quotes & Sayings About Employees Performance

People are salaried for the work they do, not the specific hours they sit at their desks. When you ding salaried employees for showing up five minutes late even though they routinely stay late and put in time on the weekend, you send the message that policies take precedence over performance. — Travis Bradberry

6. Show compassion to others. Instead of remaining focused on yourself, express compassion to and show interest in those around you and maintain supportive relationships with your co-workers, boss, and employees. You will dramatically increase the loyalty and commitment of your colleagues and employees, thereby improving productivity, performance, and influence. — Emma Seppala

According to an equally lovingly preserved English translation of the prospectus, the purpose of Ibuka's firm was "to establish an ideal factory that stresses a spirit of freedom and open-mindedness, and where engineers with sincere motivation can exercise their technological skills to the highest level." We shall, he pledged, "eliminate any unfair profit-seeking exercises" and "seek expansion not only for the sake of size." Further, "we shall carefully select employees ... we shall avoid to have [sic] formal positions for the mere sake of having them, and shall place emphasis on a person's ability, performance and character, so that each — Simon Winchester

While we very much regret the impact this will have on certain employees, we must adjust our production capacity to the reality of current business conditions and reduce costs to improve overall financial performance. — Christopher Galvin

His hypothesis was that extroverted leaders enhance group performance when employees are passive, but that introverted leaders are more effective with proactive employees. — Susan Cain

Fifth wheel employees are those who are a result of the mistake made by the human resources wing, i.e. by recruiting wrong person to the wrong job just to fill in the vacancy and then expect better performance. Further such an employee is unable to put in his best and is just an additional mass available within the organization. — Henrietta Newton Martin

Performance improved only when companies implemented programs to empower employees (for example, by taking decision-making authority away from managers and giving it to individuals or teams), provided learning opportunities that were outside what people needed to do their jobs, increased their reliance on teamwork (by giving teams more autonomy and allowing them to self-organize), or a combination of these. — Laszlo Bock

In the workplace, employees should be judged on their merit and hard work and not on aspects that are irrelevant to their performance. — Paul Singer

It is like when a player has a slump, we do not trade them, we coach them. It is the same with our employees. The best leaders come to the aid of their people, whose performance is down. Not come down harder on them. — Simon Sinek

Motivating employees to work at their full potential is the main premise of successful management. — Eraldo Banovac

Often the best source of information about waste, fraud, and abuse in government is an existing government employee committed to public integrity and willing to speak out. Such acts of courage and patriotism, which can sometimes save lives and often save taxpayer dollars, should be encouraged rather than stifled. We need to empower federal employees as watchdogs of wrongdoing and partners in performance. — Barack Obama

There is a need to evaluate the performance of employees in a more objective and continuous way. — Pearl Zhu

Typical comments from younger and "top talent" employees: "I want to know immediately if I need to change what I'm doing. I prefer managers who just walk in and tell what I need to do differently." "I can't believe that some managers wait for performance review to let people know they aren't good in a particular area. What's the holdup?" "Just lay it on me. I don't want to wait for feedback. And I want a manager who's open to my feedback, too." "I was hired in as a manager, a role I'd never had before. I'm lucky my boss pushes us to give more feedback to everyone - I get feedback on my feedback. My team is like a hungry beast. I feed them and they keep asking for more! — Anna Carroll

MICHAEL: Maybe just this: A manager has got to remember that he is on stage every day. His people are watching him. Everything he does, everything he says, and the way he says it, sends off clues to his employees. These clues affect performance. So never forget you are on that stage. — Marcus Buckingham

Most of us know intuitively that a score on a personality test, a rank on a standardized assessment, a grade point average, or a rating on a performance review doesn't reflect your, or your child's, or your students', or your employees' abilities. Yet the concept of average as a yardstick for measuring individuals has been so thoroughly ingrained in our minds that we rarely question it seriously. — Todd Rose

Managers don't like giving appraisals, and employees don't like getting them. Perhaps they're not liked because both parties suspect what the evidence has proved for decades: Traditional performance appraisals don't work. — W. Edwards Deming

Imagine an organization where the physical plant honors the mission, celebrates the employees, shares information, holds people accountable, shapes the outside world's view and helps drive performance. That would be an organization which uses visual management. — Stewart Liff

All you need is the will and the skill — Stewart Liff