Eric Yuan Quotes

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.

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

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

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.

Everyone talks about building a relationship with your customer. I think you build one with your employees first.

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.

Building human-centered organizations doesn't imply a return to the paternalistic, corporate welfare practices of the 19th century. Most of us don't want to be nannied.

When your boss and colleagues care enough to invest in your health, it is good for you and the business.

The most important thing executives can do is send a very clear message to their employees that they care about each person's overall wellbeing and that they want to be a part of helping it improve over time.

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

I don't think value to the customer is achieved at the expense of employees' welfare.

Our employees chose SK on belief that they will be happier working here and that the company will make the society happier.

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.

At Eventbrite, we care about the whole you, not just the employee you.

The notion that employees and companies have a social contract with each other that goes beyond a paycheck has largely vanished in United States business.

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.

I don't think there's anything wrong with being paternalistic as a company. We are very paternalistic. We have a very good health plan - we take care of people.

Isn't it ironic that pay, perks, and benefits all cost your company at the bottom line, but authentic recognition, especially when it's most unexpected, costs very little and gives the most impressive return on investment?

Just the act of listening means more than you can imagine to most employees.

Second, if you're the boss, just because they don't ask doesn't mean your employees don't have needs.

I employ thousands of people, maybe 5,000 or 6,000. In my mind, they are all doing well. Because if they are not doing well in their minds, I'm not as strong as I could be.

As an HR Manager, you don't have to build a top-down perks program. You decide how much you want to invest in your employees, and then you give your employees the control to build a custom perk package for themselves.

The best way to have your people be happy and satisfied is to earn the right to have them come back to work for you the next day, knowing that there are tons of other places.

You want to show your people that you value them, and you're not going to hurt them just to get a little more money in the short term. Not furloughing people breeds loyalty. It breeds a sense of security. It breeds a sense of trust.