Terrell Suggs Quotes

Just because your ratings are bigger doesn't mean you're better.

Appraisals are where you get together with your team leader and agree what an outstanding member of the team you are, how much your contribution has been valued, what massive potential you have and, in recognition of all this, would you mind having your salary halved.

Once you stop thinking about the minutiae of what each part might mean for your career, you learn that if you do a good performance, it's going to be good for you. The work is what matters.

It's easy to work for somebody else; all you have to do is show up.

You have no idea what you get involved in when you start a role. You just hope that it's going to be successful.

When what you do and care about is aligned with what the market wants and cares about, you've created a recipe for career success.

Pop is totally results-oriented and there is a very strong feedback loop.

I always knew I wanted to have a good career, so I made it happen.

The tendency in lots of large organizations is to try and find a comfortable place where you think you can get measured rewards for measured work.

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.

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.'

Performance is always something that will be a part of my career.

When it comes to work, there is a fear factor around meritocracy. People are afraid of being openly judged. However, when you know what you are being measured against, it's empowering.

Measure not dispatch by the times of sitting, but by the advancement of business.

What gets measured, gets done….Results measurement is now mainstreamed

The goal is to work as much as possible in projects I respect and that will help me grow.

I am interested in what I earn; I am interested in my growth.

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.

If you're making money, and you've hit your targets for five years, you don't need to demand a new contract.

I do believe that at Microsoft in general good work is rewarded, and I have seen it many times here.

There's a kind of numbness, a sameness, a lack of motivation in 'good job' culture.

I have high expectations for the people who work for me. I figure that if they work really hard and do a good job on one of my campaigns or in my office, that experience will serve them well later on.

The industry has a standard way of judging actors: they do ten films, they get X price, and they get this number of awards, seen at page three parties and all that - that is how they measure success. I don't do it like that.

People want to know on an ongoing basis, 'Am I doing right? Am I moving in the right direction? Do you think I'm progressing?' Nobody's going to wait for an annual cycle to get that feedback.