Nell Scovell Quotes

Millennials tend to appreciate regular feedback because they want to feel that their work matters and that they are making a difference in the workplace. As the youngest generation at most organizations, they also tend to be hungry for growth and development opportunities.

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

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.

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

I have a great job at a great company.

In most professions, if you stay at the office an extra four hours every day, you're gonna impress the boss. You're gonna get that promotion; you're gonna get that raise. You're gonna at least have job security. But with acting, if you're really ambitious and you have a good work ethic and are really good at your job, it might not really matter.

I think that's the responsibility of the CEO and the CEOs below me: to make sure that we're constantly putting people in places where they have the opportunity to develop into those careers but also having a rewards and recognition system that allows a great programmer to stay as a great programmer.

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.

At the bare minimum, you need to be in your position for a year before you ask for a raise or title change.

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

Usually, it gets worse and worse as they downsize your character; mine just kept getting better.

Once a waitress, always a waitress.

For the majority of my career, I've been surprised that I've been able to sustain any kind of a plan. I was always happy to have the job, and I was having a good time. I was growing. But I don't feel all that strongly about my work.

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

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

What I wanted more than anything was a long career.

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

The biggest misconception about work is that you need to spend the majority of your time doing it.

I motivate what I see in young people because we employ about forty thousand young people in our various Chick-fil-A units. Some of them come to work because they need to work; others just work because they just like to work. There's nothing wrong with that.

Fresh out of college, you tend to join a company because it's a job. But, you tend to stay because it becomes a career; you start to feel at home. In the beginning of your career, you're focused on you: 'I like this place because I'm doing rewarding work; they take good care of me; the people are nice; there's runway for me,' etc.

I don't think anyone wants to be in a role forever.

After leaving law school, I intentionally said that I never wanted to hold a job more than six years.

I don't see my show as a stepping stone to something else like some people, who get a job then have a foot out the door looking for their next job.

When you want a raise, you're not only going in saying: 'I want more money.' You're going in and saying: 'Here's what I want out of my career. Here's what I accomplished. Here's what I said I was going to do. Here's what I've done. Not only do I deserve more money, but I want to get to here on my career.'

I feel like, in general in my work life, my main goal has been to just be in a situation where I'm not bored with my job. That's been the entire principle. Got my wish.