Mark Pincus Quotes

Most companies overlook the most basic of all training functions: the onboarding of new employees into their corporate culture.

If you're thinking about your brand over your people, you've lost yourself.

I have a foundational belief that business results start with culture and your people.

Chick-fil-A is what it is today because of its people, purpose and product.

Corporate culture matters. How management chooses to treat its people impacts everything - for better or for worse.

Our culture is the foundation for our company.

It's not just hours and pay that are important anymore. People want to know what the company is like, what the culture is.

Company culture is my number one priority. It's more important than the team, the product, the business model, or the investors. All of those things can be fixed and made better over time. But culture has to be established on Day 1.

I can't tell you how many thousands of small moments that I've had with employees in our company that have been nothing more than a one-on-one. I'll see the baggage-services person, he or she is by himself. I'll pull them off to the side and have a 15-minute conversation about their history, their life, that kind of thing.

The people inside the company are the people who define GE, not the people outside the company.

Netflix is famous for its corporate culture, which rightly emphasizes directness and personal responsibility.

For better or for worse, our company (The News Corporation Ltd.) is a reflection of my thinking, my character, my values.

Our company has to be a company that enables its people.

Taking care of your employees is extremely important and very, very visible.

We would rather have our employees running our business.

As a CEO, you get sucked into dealing with all the tasks of being a CEO. There's a big meeting, a big discussion, and you get into all the big issues, which is your job. But what CEOs often lose sight of is that it's all about the people who work for you. For every 1,000 decisions, 999 were being made when I was not in the room.

It's so important for startups to get their culture right at the start. They need to feel unique and that they are on their own important mission in the world.

Everyone talks about building a relationship with your customer. I think you build one with your employees first.

Since most startups operate at a break-neck pace, with a concept to prove or a product to launch within a rapidly shortening runway of financing, company culture often gets shoved aside. This is a big, big mistake: Nobody serious about their business should put culture in the corner.

Someone asked me about what's it like managing 2.2 million associates, and I said, 'When they're Wal-Mart associates, it's not all that hard because of the quality and the depth of our talent.' I'm really proud of the fact that 70% of the managers in the U.S. started as hourly associates with our company.

When we began Starbucks, what I wanted to try to do was to create a set of values, guiding principles, and culture.

When we start a new store, we make sure that we transfer enough starter culture from other stores that are already Whole Fooders, who've already incorporated our values and our culture within themselves into the... into the store.

The first day, week and month of an employee's experience carries a lasting impression.

There's a dance happening on both sides of the table. Individuals are giving their personal and career values a lot more weight when it comes to finding a company that aligns with both. At the same time, companies are becoming a lot more transparent about their core values as an organization and the types of people they want to attract.

Culture is what happens when the CEO isn't in the room.