Phil Crosby Quotes

You can tell a lot about a person by the people who work for them.

Know what your people are like, and make sure they do their jobs excellently.

You are only as successful as the people who work for you want you to be.

I always tell people that you should only hire people to be on your team if you would work for them.

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.

If you hire great people, and they're all self-motivated, then you can get by without a lot of structure.

If you don't like your job, you don't strike! You just go in every day, and do it really half assed. That's the American way.

To make flexibility work, it is not only necessary to change our attitude about who is a good worker and who is not, but we have to train managers at all levels to recognize the difference between the number of hours worked and the quality of work produced.

An employee's motivation is a direct result of the sum of interactions with his or her manager.

A team will take on its manager's personality. If it's a laid back manager, you'll have a laid back personality. The players will see that if it's OK for the Manager to be laid back, then you'll have a laid back team.

Before I started a company, I was an employee with a bad attitude. I was always felt like, bosses are stupid, and people weren't well treated.

If employees need to stay late in order to curry favor with the boss, what motivation do they have to get work done during normal business hours? After all, they can put in the requisite 'face time' whether they are surfing the Internet or analyzing customer data.

Our emerging workforce is not interested in command-and-control leadership. They don't want to do things because I said so; they want to do things because they want to do them.

I think great bosses hire great people. 'A' people hire 'A' people, but 'B' people hire 'C' people; they're worried they might be shown up... they're concerned that that person might make them look bad.

The employer generally gets the employees he deserves.

You really have to understand this isn't a business where you sit in the back room and do calculations - you have to be very concerned about employees and customers, because that's really what's going to bring you success.

Research indicates that employees have three prime needs: Interesting work, recognition for doing a good job, and being let in on things that are going on in the company.

People leave their manager; they don't leave companies.

I always thought there were some people who were just destined to be disengaged in their jobs because that was their personality, and no matter how hard managers tried, there wasn't much they could do with some of those people.

When a job, whether it is generally regarded as important or not, falls to my lot to do....it assumes importance immediately as far as I am concerned. I cannot rest until it is completed…whatever service I have succeeded in rendering to the nation is due, mainly, to this attitude and outlook of mine with regard to work

If people feel like the boss doesn't respect them, they don't stretch for the boss.

Never ask your employees to do something you wouldn't be willing to do yourself.

I don't like to make comparisons between former managers because they all bring a unique style.

The worst kind of businesses are ones where there are no expectations set out for employees.

I've fired quite a few, but I've never had an employee quit on me.