Andy Dunn Quotes

Since most startups operate at a break-neck pace, with a concept to prove or a product to launch within a rapidly shortening runway of financing, company culture often gets shoved aside. This is a big, big mistake: Nobody serious about their business should put culture in the corner.

Managing by values - not by profits - is a powerful process that will set your business on the path to becoming what I call a 'Fortunate 500' company.

Our culture is the foundation for our company.

Great companies connect to the heartstrings of their employees to make their purposes known.

Creative ideas flourish best in a shop which preserves some spirit of fun. Nobody is in business for fun, but that does not mean there cannot be fun in business.

We've got some well-run corporations by some well-intended people who do it right.

A sour corporate culture can actually make an entire society unhappy. This means that a strong corporate culture can have a positive impact on a society.

An organization, no matter how well designed, is only as good as the people who live and work in it.

With the sincere devotion of our employees, Samsung has achieved stellar performances since its foundation.

Great companies in the way they work, start with great leaders.

Corporate culture matters. How management chooses to treat its people impacts everything - for better or for worse.

Developing a good, healthy culture is extremely important at a startup. Culture reflects the essence of a startup's operation because it directly affects the success of a company's hiring practices and overall strategy.

It is no longer enough to have a good product. A company's purpose and the way it treats its employees and the global community to which it belongs is also of great importance.

The value of an aware is inextricably linked to the character of the organization presenting it.

Empty values statements create cynical and dispirited employees, alienate customers, and undermine managerial credibility.

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 people are not tied to the work from a mission-driven focus, I don't think you're going to motivate them.

We aspire to be a top performer in every area of our business, and that includes leading in the communities where our employees and their families live and work.

Valuable companies take decades to build.

A company's ethical behavior is ultimately triggered by some sense of caring. And care is a sense of closeness to someone or something. A company must bring value to whom or what it is close to.

We expect our employees to care about the community, the company, their teammates, customers, and themselves.

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.

There's often a good, honest case to be made that a century-old company has not only a knack for growing and managing a P&L, but also, perhaps, a heart and soul.

Excessive pay and rewards for failure are bad for shareholders, the economy and society.

The people inside the company are the people who define GE, not the people outside the company.