Indra Nooyi Quotes

Even companies with big resources were not creating spaces supportive of their teams. We see that in creating those types of spaces, there is an amazing human potential for excitement and happiness. Especially among companies trying to serve a younger, more innovative workforce.

Our company has to be a company that enables its people.

All companies can benefit from fostering a more flexible environment (creating a place where the most talented, industrious, and entrepreneurial people want to work) and relinquishing hierarchical control to favor a results-oriented meritocracy.

As CEO of a big company, I have to be a kind of a champion of the interests of our people as insofar as their ability to do their job, to feel comfortable in their work environment, and to be able to fulfill their ambitions.

CEOs need to say, 'We're going to make sure this is a great environment for all types of people.' I was a beneficiary of that. I got support from the leaders of Google - all men.

No matter what the figures are in the workplace in terms of wages, you either feel a valued member of your staff, or you don't.

Our superpower is our fierce commitment to creating a positive place to work and play. Our employees have the tools and the mandate to chase big game changing ideas.

If you want a successful business, your people must feel that you are working for them - not that they are working for you.

You have to treat your employees like customers

Treat your employees like customers.

When it comes to landing a good job, many people focus on the role. Although finding the right title, position, and salary is important, there's another consideration that matters just as much: culture.

When I jumped ship from Roush Racing to Hendrick Motorsports, I couldn't believe the amount of personnel here that get along with each other. It's pretty amazing that there are so many people under one roof, where Roush is more spread out and it feels so different.

Our philosophy at Zoom is to create a company that promotes self-motivation. I have told our managers not to spend too much time motivating employees. You have to create an environment where employees can motivate themselves. That is really important because self-motivation is more sustainable.

When you see white, cisgendered, heterosexual men having conversations about gender identity where they go, 'Oh, those are your pronouns? OK, great. Let's get back to work,' it allows other people to say, 'Maybe if they can do it, I can do it.'

Where people work and their environment is becoming more and more important, especially for millennials.

Netflix is famous for its corporate culture, which rightly emphasizes directness and personal responsibility.

It is vital that a company's culture shows a willingness to invest in employee wellbeing with no stigma or penalty attached to prioritising good health.

Our commitment to integrity, our commitment to diversity and inclusion, to respecting our teammates - that's what makes this business work.

If you are building a corporate culture of greatness, you have to define culture on your own terms and with the people you work with.

If there's a secret to New Line, it's the people here.

Always let your employees come to work with a smile.

I work with wonderful people who support me. And, my beliefs are that the business needs to serve the family rather than the family serve the business.

People want to work with a person, not for a company.

Great talent stands in line to join your team because the culture becomes the stuff of legend.