Steve Ballmer Quotes

Emmerdale' is a great place to work and I genuinely wouldn't be here if I didn't want to be.

It is important that you appreciate that the workplace must be a place of empowerment, but the empowerment must not only be connected to the job that you do.

When your boss and colleagues care enough to invest in your health, it is good for you and the business.

When you work somewhere and you feel comfortable, you don't want to leave. You want to stay there forever.

The best way to have your people be happy and satisfied is to earn the right to have them come back to work for you the next day, knowing that there are tons of other places.

In talking to founder after founder; I've heard almost visceral reactions to working for companies, even very cool ones with great things to work on and lots of opportunity, like Facebook, Google, or consulting firms.

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

I spent the first 18 years of my career at AT&T, and it was a wonderful place that kept me moving all the time. I mean, I started off as entry level a position as you can get at AT&T.

For millennials especially, mobility has become a key factor in selecting a potential career path and in choosing an appropriate employer.

A company is only as good as the people it keeps.

Employees, especially young people, want more than a paycheck.

It's better to grow your employees, steer them into a place that they can learn and succeed, and want to work hard and be loyal, than to have a revolving door of employees. That's demoralizing.

Once a waitress, always a waitress.

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

The notion that employees and companies have a social contract with each other that goes beyond a paycheck has largely vanished in United States business.

Most corporations have human-resources processes that involve discussions with your manager, performance evaluations, calibrations for performance and potential succession planning.

You have got to attract the brightest and the best, but the brightest and best won't stay unless they see real career options.

No-one works for money alone and tapping into what people want from their careers and what they have to offer is essential.

Despite all our gains in technology, product innovation and world markets, most people are not thriving in the organizations they work for.

People don't just come to work to make money; they need satisfaction.

Quality has always been the overriding factor for us. But you also have to have happy people working for you.

People may take a job for more money, but they often leave it for more recognition.

If you don't let people flourish in their jobs, why are they going to stay?

One simple way to keep organizations from becoming cancerous might be to rotate all jobs on a regular, frequent and mandatory basis, including the leadership positions.

You have to look at why people come and work at Nest. Part of it is that a lot of people here already know each other, but we're also on a mission with a purpose. People are personally motivated by energy or safety.