Quotes on Employee

As leaders, we owe it to every employee to let them know where they stand in the organization.

I'm a bit tight with money, but so what? I look at the money I'm about to spend on myself and ask myself if IKEA's customers can afford it... I could regularly travel first class, but having money in abundance doesn't seem like a good reason to waste it.. If there is such a thing as good leadership, it is to give a good example. I have to do so for all the IKEA employees.

I asked all of our recruiters to give me all resumes of prospective employees with their name, gender, place of origin, and age blacked out. This simple change shocked me, because I found myself interviewing different-looking candidates - even though I was 100% convinced that I was not being biased in my resume selection process.

Employees who are controlled cannot respond caringly, you need superior knowledge and real leadership, not management. Because of this we specifically developed a selection process for leaders; we don't hire managers.

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.

Happy employees ensure happy customers. And happy customers ensure happy shareholders—in that order.

If the employees come first, then they're happy. A motivated employee treats the customer well. The customer is happy so they keep coming back, which pleases the shareholders. It's not one of the enduring green mysteries of all time, it is just the way it works.

I view my role more as trying to set up an environment where the personalities, creativity and individuality of all the different employees come out and can shine.

Connect the dots between individual roles and the goals of the organization. When people see that connection, they get a lot of energy out of work. They feel the importance, dignity, and meaning in their job.

Shareholder value is a result, not a strategy . . . Your main constituencies are your employees, your customers and your products.

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.

Every employee, not just the senior people, should know how a company is doing.

If you wonder what getting and keeping the right employees has to do with getting and keeping the right customers, the answer is everything.

All Government employees should realize that the process of collective bargaining, as usually understood, cannot be transplanted into the public service.

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

We will never-and I mean never-turn our backs on our employees.

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.

Just because an employee does things differently doesn't mean he or she won't do the job right or as well. If you establish expectations of the goal and the standards to follow, then methodology shouldn't be an issue.

Be nice to nerds. Chances are you'll end up working for one.

What a fate: to be condemned to work for a firm where the slightest negligence at once gave rise to the gravest suspicion! Were all the employees nothing but a bunch of scoundrels, was there not among them one single loyal devoted man who, had he wasted only an hour or so of the firm's time in the morning, was so tormented by conscience as to be driven out of his mind and actually incapable of leaving his bed?

God is not an employer looking for employees. He is an Eagle looking for people who will take refuge under his wings. He is looking for people who will leave father and mother and homeland or anything else that may hold them back from a life of love under the wings of Jesus.