Oscar Munoz Quotes

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

Do you have a real interest in people who work for you? Most good leaders have that - it's hard to get someone to follow you if they feel like you hate 'em.

If you believe, as I do, that your employees truly are your most valuable asset, you will do whatever you can to help them do their jobs as well as possible.

We take such good care of our employees. What I do is think about what I would want my employer to be like. We started helping our employees with every facet of their lives, and our HR problems went from A to Z in reverse.

We would rather have our employees running our business.

On a personal level, I send out about 20 thank-you notes a day to staffers, on all levels. And every six weeks I have lunch with a group of a dozen or so employees, to get their perspective on the business, to address problems and to get feedback.

We treat the management-to-workforce relationship as very important and will continue to invest in that relationship.

We do all we can to proactively think about employees, how to care about them.

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

Bottom line: If you can't spare some time to give your employees the chance to wow you, you'll never get the best from them.

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

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.

What you can't buy is the loyalty that comes through our dedicated crewmembers.

The most important thing executives can do is send a very clear message to their employees that they care about each person's overall wellbeing and that they want to be a part of helping it improve over time.

Just the act of listening means more than you can imagine to most employees.

Second, if you're the boss, just because they don't ask doesn't mean your employees don't have needs.

We let folks know we're interested in them and that they're vital to us. cause they are.

The idea of investing in the positivity of employees is often low down on companies' priority lists.

As an HR Manager, you don't have to build a top-down perks program. You decide how much you want to invest in your employees, and then you give your employees the control to build a custom perk package for themselves.

When leaders throughout an organization take an active, genuine interest in the people they manage, when they invest real time to understand employees at a fundamental level, they create a climate for greater morale, loyalty, and, yes, growth.

When employees feel anonymous in the eyes of their managers, they simply cannot love their work, no matter how much money they make or how wonderful their jobs seem to be.

Your company is a product. Who are its customers? Your employees, who use it to do their jobs.

Most CEOs walk around the office like we own the place, without realizing that the place itself isn't worth owning: a business's value comes from the people who walk out the door every night, who have to decide each morning whether to walk back in. One of the simplest things you can do as a leader is honor their choice and appreciate their work.

Understanding your employee's perspective can go a long way towards increasing productivity and happiness.

Building human-centered organizations doesn't imply a return to the paternalistic, corporate welfare practices of the 19th century. Most of us don't want to be nannied.