Johnathan Joseph Quotes

I love that you can pick up your phone at a hotel and have something to eat in your bed. I love home, but there are amenities at a hotel that you simply don't have at home.

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.

I don't know anything about Amazon's culture; I've never worked there.

The fans say you can do this and that, but you have to analyse the potential of the team with your staff. Will it be enough to be at the top until the end of the season? You never know.

The one thing you have to be careful of is trying to do what other teams and players are doing when you don't have the people to do it yourself.

We strive for a culture of constant communication. Team members know in real time if there are performance issues. Team leaders know in real time if a team member is unhappy.

I've always loved great upholstery, and think that a great sofa is one of the most important pieces of furniture in your home.

With my band, I feel comfortable anywhere in the world.

The amount of staff we have in academies is... I've never seen anything like it. It's good to take care of the players but sometimes I get confused by the number of people who have an impact on one kid - we're talking 100 people or more. It's quite a heavy load.

I'm very comfortable at CBS.

What we need to do is strike the right balance in our teams for all three formats of the sport.

The number one way to get trust back is to pay your employees well and get them to speak well about the company.

You go with what you got. That's the thing about having a system, then you plug guys into your system.

The harder the circumstances under which you're making a movie, generally the better the friends you make. You're far away from home and so you're kind of lonely, and you end up all gravitating towards each other and the bar every night. It tends to be inversely proportionate to the comfort level on the movie, how close you become to everybody.

Learn to look after your staff first and the rest will follow

First you train the followers to accomplish the mission. Second, you resource them: Make sure that they have the tools to do the job. Third, you reward them: You give them medals or bonuses.

We spend probably more of our time than we should, just because it's close to home, worrying about the West. But it's equally important to figure out how we're going to free up the resources to let the developing world leapfrog the fossil fuel age. That's at least as mathematically important, and at least as morally crucial.

CEOs the world over are fond of pointing to their workforce and saying "Our people are our greatest asset." And yet today, only two out of ten people think their assets are being well used at work.

I'd love to give Malcolm the truck. We're going to figure out how to make that happen.

Right now, we say in a traditional home one parent stays home with the children and the other provides the financial support for that family. That is the acceptable and right thing to do. If we begin to expand that, not only do we dilute the resources that are available, we begin to dilute things like health care, retirement, all the things offered to families that help them be a family.

When people say to me: would you rather be thought of as a funny man or a great boss? My answer's always the same, to me, they're not mutually exclusive.

If you managed a baseball team, would you listen more closely to the team accountant or the director of player personnel?

We tend to feel most comfortable, "most at home", with people whose self esteem level resembles our own.

The way you treat your employees is the way they will treat your customers

Don't overwork your squad. If you're going to make a mistake, under-work them.