There is almost nothing more painful for a leader than seeing good people leave a growing organization, whether it's a priest watching a Sunday school teacher walk out the door or a CEO saying goodbye to a co-founder.
The majority of our happiness at work is determined by the people who surround us. Strong teams produce more content, launch more products, and sign more contracts. And most importantly, they have fun doing it.
Managers are never appreciated when they're in the job.
People who say they have a best friend at work are seven times as likely to be engaged in what they're doing. And if they don't have a best friend at work, the odds of being engaged are just 1 in 12.
You have to treat your employees like customers
If employees aren't satisfied, they won't promote the product we need.
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.
I am happy at Tottenham. I go into work every day with a smile on my face, and that is important.
Learn to look after your staff first and the rest will follow
I think Amazon is a place where people don't want to work.
I've talked to several CEOs - from a recycling company in Indiana, a furniture company in Kentucky, a brewing company in Colorado, and more - who believe paying higher wages is both the right thing to do and part of a successful business model.
Things that are bad for business are bad for the people who work for business.
If you look after your staff, they'll look after your customers. It's that simple.
To those out of work, it may seem unfair for someone to complain that they aren't happy with the type of work they are doing, but the more we like our jobs, the better we do them. In the long run, this doesn't just make us happy - it makes businesses more successful and increases employment even further.
Open-plan offices have been found to reduce productivity and impair memory. They’re associated with high staff turnover. They make people sick, hostile, unmotivated, and insecure.
When I went into GM there was a lack of morale. The company had gone bankrupt and the people who worked there were embarrassed. Underneath all of, though, there was a will to show what they were capable of, but nobody knew exactly what to do.
When or if we "quote, unquote" do not like our work, it is probably because we do not feel safe where we go to work. So when you say, what can we do?, the irony is that the best thing we can do is, well one option, is to quit.
Treat your employees like customers.
Look after your people.
There will always be people who think that money and benefits and even just having a job should be thanks enough. There are also those that think they do a great job without anyone having to thank them. But study after study has shown that no one is immune from the motivating effects of acknowledgement and thanks.
Corporate culture matters. How management chooses to treat its people impacts everything - for better or for worse.
If I had to run a company on three measures, those measures would be customer satisfaction, employee satisfaction and cash flow.
Remember that everyone deserves some fun during working hours.
We treat our people like royalty. If you honor and serve the people who work for you, they will honor and serve you.
When men are employed, they are best contented.
