Scott Weiss Quotes

The most valuable lesson I learned in dealing with the ups and downs was to invest in my employees - to do all I could for them when the times were good.

The worst mistake a boss can make is not to say 'well done'.

People are salaried for the work they do, not the specific hours they sit at their desks. When you ding salaried employees for showing up five minutes late even though they routinely stay late and put in time on the weekend, you send the message that policies take precedence over performance.

Employees who believe that management is concerned about them as a whole person - not just an employee - are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.

One of the best parts of working at 'O' is that people just love to send us stuff.

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.

We greatly value the contributions of all of our employees.

Take time to appreciate employees and they will reciprocate in a thousand ways.

I'm proud to be Secretary of Labor. But I'm even prouder of two more important titles: dad and husband. I've been able to be all three. I want all working people, no matter what their jobs are, to be able to meet their obligations both at work and at home.

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.

America's work ethic is non-stop; it's not even enshrined in law that workers have to get their two weeks holiday money. But Americans work harder than everyone else I can think of.

The Chili Peppers have a real strict two-week on/two-week off policy - aside from me, everybody has families.

I expect that our associates will walk with a little more bounce in their step and understand that this company is behind them and has respect for them.

Don't say it's because of benefits, because our benefits are good.

My Christian Louboutins are also one of the secrets to my not-for-profit success. Here's why - and it's something that everyone who manages employees, whether in a for-profit business or a not-for-profit, should keep in mind: A little extravagance goes a long way.

The idea of investing in the positivity of employees is often low down on companies' priority lists.

I think that most of the people running companies today are motivated and pay is a small portion of the motivation.

There are few people so adoring as staff on the payroll.

Any staff that works 24 hours a day, 7 days a week, is bound to get burned out.

When men are employed, they are best contented.

Most employees only want to know how much they get paid and how much time off they get - they probably don't have the mission in their souls.

Our people know that if they are sick, we will take care of them. If there are occasions of grief or joy, we will be there with them. They know that we value them as people, not just cogs in a machine.

If the only reason people are coming in and doing anything in your office is because you're giving them a paycheck, I'm not sure you have the most productive workplace there.

I have a supportive family and an outstanding team, but I also have a flexible work schedule that allows me, at least some of the time, to get to the kids' school program or the doctor visits when I need to. So family-friendly work schedules have become more of a passion of mine, and the cost of childcare is also a huge issue.

I had the luxury of skipping the cabinet meeting to attend my daughter's graduation. So many people don't have the luxury of taking an hour away from the workplace to attend indispensable family commitments. We have to change that dynamic.