John Mackey Quotes

I love being part of a company, and telling a story.

Part of company culture is path-dependent - it's the lessons you learn along the way.

There's a dance happening on both sides of the table. Individuals are giving their personal and career values a lot more weight when it comes to finding a company that aligns with both. At the same time, companies are becoming a lot more transparent about their core values as an organization and the types of people they want to attract.

Values can set a company apart from the competition by clarifying its identity and serving as a rallying point for employees. But coming up with strong values - and sticking to them - requires real guts.

No one gave me a recipe for how to create company culture. I wish I had had one.

Not a manager or an executive yet? It's not too early to practice. Many companies are always looking for people to volunteer to help coordinate happy hours, onboard new employees, or plan the holiday party.

Startups need to focus on building a foundation for their company culture early, and then they need to revisit it often. Every time a hire is made, a feature is launched, a Facebook status is updated, a press interview is given, a round of financing is raised, or a meeting is held, culture should be part of the decision-making process.

It seems like those of us who run a business can't go five minutes without encountering the term "company culture." The phrase is always uttered with extreme adoration, yet the very concept seems as nebulous as it is elusive.

I have a foundational belief that business results start with culture and your people.

Set a clear, easy-to-understand vision for your company, and make it be a mission people believe in.

I hadn't really worked in an office before Shutterstock, so I didn't have the experience of building a culture, nor did I understand how important that is for attracting and retaining the best talent.

You know, as most entrepreneurs do, that a company is only as good as its people. The hard part is actually building the team that will embody your company's culture and propel you forward.

The most important part of any acquisition is your ability to culturally integrate the people in the companies you acquire and your company.

How do you make your company a good place to work in general? That's a really, really, really large and complex set of skills. A lot of it is on-the-job training, combined with excellent mentorship.

When we began Starbucks, what I wanted to try to do was to create a set of values, guiding principles, and culture.

I am excited to be part of the dynamic Guggenheim family of companies.

Any good business is a hobby. We have an integrated company culture, and I can honestly say that many people who come here to work make Yandex a central part of their lives.

I enjoyed the promotion with K9 on my introduction day.

The most important thing is culture.

About every other week, I sit down with all of our new Zynga hires and I talk to them for about 90 minutes, have an open Q&A. There is no formal presentation. I talk about our values, where they came from and why they are so important, and I ask them to challenge those values.

We've always operated on the thesis that a company can have a personality, that people can be themselves, and be very successful in business at the same time.

As far as employees are concerned, clearly I like to communicate with them, since we are more than 40,000 people. I like to communicate either through e-mail or through video conferencing, which we do very often, and stream out videos and interviews. But more than that, I believe in traveling to my branches.

Our culture is the foundation for our company.

It's not just hours and pay that are important anymore. People want to know what the company is like, what the culture is.

For a startup to overcome obstacles and succeed, it must foster limitless thinking. By hiring students into their first career job, you get to set their framework for how a company functions and instill them with your values for your company's culture.