Chip Conley Quotes

Take time to appreciate employees and they will reciprocate in a thousand ways.

We invest very heavily in the employees. We get the return, and the employee gets the return if they stay with us for a while. So, we focus on people that will commit to us for the long run.

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.

When you're managing a large number of people, you learn that incentives matter tremendously. You really want people to be rewarded for doing the right thing for the customers and the organization.

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

The worst mistake a boss can make is not to say 'well done'.

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.

I'll take fifty percent efficiency to get one hundred percent loyalty.

The decision to use recognition as an on-the-spot bonus instead of merely pay increases is a fascinating one, because pay increases can create new mental anchors for how much the person feels happy earning, whereas the social recognition program is ongoing, unexpected, and harder to form a mental anchor around.

We know that recognition and intrinsic motivation are important to our success, but the key is finding ways to effectively operationalize them.

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

I understand that it's a business, but I feel like good business would be wanting to make a player who performed at a high level on your team happy and want to feel like he wanted to be kept and feel like they wanted him to play here forever.

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.

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.

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.

Wal-Mart is an amazing success story. What I particularly admire very much about the late Sam Walton was his policy of valuing his employees. Giving value to employees is very rare in the retail industry. I also admire the strategies Walton used to build up his discount store concept.

The only way to get people to like working hard is to motivate them. Today, people must understand why they're working hard. Every individual in an organization is motivated by something different.

We want to take care of our employees, because they take care of our family.

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.

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

Employees who believe that management is concerned about them as a whole person - not just an employee - are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.

The personality problem is so tough when you're not able to pay people. It's bad enough when you can pay people, but, when you have people working for free, often their motivation is diminished considerably.

Internal marketing is probably much more important than external marketing. That's even more true today than it's ever been.

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

I believe in incentivizing people. If you can incentivize people in anything, whether it's in politics; in life; in spirituality; in business; just take care of folks. Incentivize them and all of a sudden it's amazing the difference that you'll see.