When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.— Simon Sinek
Almighty Employee Engagement quotations
To win in the marketplace you must first win in the workplace.
Today, no leader can afford to be indifferent to the challenge of engaging employees in the work of creating the future. Engagement may have been optional in the past, but its pretty much the whole game today.
Connect the dots between individual roles and the goals of the organization.
When people see that connection, they get a lot of energy out of work. They feel the importance, dignity, and meaning in their job.
Your number one customers are your people. Look after employees first and then customers last.
Highly engaged employees make the customer experience. Disengaged employees break it.
I consider my ability to arouse enthusiasm among men the greatest asset I possess. The way to develop the best that is in a man is by appreciation and encouragement.
Results are obtained by exploiting opportunities, not by solving problems.
No company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.
Always treat your employees exactly as you want them to treat your best customers.
Dispirited, unmotivated, unappreciated workers cannot compete in a highly competitive world.
Business and human endeavors are systems.
..we tend to focus on snapshots of isolated parts of the system. And wonder why our deepest problems never get solved.
By depriving the charged person of any defenses [the rulings] mean that sexual dalliance, however voluntarily engaged in, becomes harassment whenever an employee sees fit, after the fact, so to characterize it.
The bottom line is down where it belongs - at the bottom.
Employees who report receiving recognition and praise within the last seven days show increased productivity, get higher scores from customers, and have better safety records. They're just more engaged at work.
Employee engagement is an investment we make for the privilege of staying in business.
Without doubt, there are lots of ways to measure the pulse of a business.
But if you have employee engagement, customer satisfaction, and cash flow right, you can be sure your company is healthy and on the way to winning.
When employers no longer offer secure full-time employment with benefits, then it's hard to expect employees to be loyal, engaged, and maximally productive.
I am a political animal, because for God's sakes I think "We The People" is a job. I think experienced self government demands on all levels - intellectual, moral, historical, and spiritual level. We are supposed to be engaged and give directions to our elected employees.
On what high-performing companies should be striving to create: A great place for great people to do great work.
If you work in an urgent-only culture, the only solution is to make the right things urgent.
Engaging in social business is beneficial to a company because it leverages on business competencies to address social issues, involves one-time investment with sustainable results, and produces other positive effects such as employee motivation and improved organizational culture.
The principles that apply to engagement for employees are the same as those that apply to supervisors.
The bottom line is down where it belongs – at the bottom.
Far above it in importance are the infinite number of events that produce the profit or loss.
Without a compelling cause, our employees are just putting in time.
Their minds might be engaged, but their hearts are not. Meaning precedes motivation.
There are only three measurements that tell you nearly everything you need to know about your organization's overall performance: employee engagement, customer satisfaction, and cash flow...It goes without saying that no company, small or large, can win over the long run without energized employees who believe in the mission and understand how to achieve it.
No organization is going to be successful unless it places a high value on its employees and engages them in the work that it's doing.
You can have very big local government.
By big, I mean very engaged government. Do you measure it in terms of the number of laws? Number of employees? You could make arguments for either one. I tend to think the axis of the size of government is the wrong concern. But I do think that situating power more locally is a legitimate approach.
I find that when you lead with vision and values, engaging employees and showing them that values are just as important as profits, everyone comes on board. And not only do they come on board, but they connect to their own individual creativity.
Having a higher purpose is more than just about profits.
You actually end up making more profits in the long run because employees really are a lot more engaged and customers see the higher purpose in the company.
Unless you are building a new company from the ground up and can install caring as your businesses' cornerstone, you have to be willing to embark on a completely cultural overhaul so that, like a local mom and pop shop, every employee is comfortable engaging in customer service, and does it authentically.
Modern Australian trade unionism and the unionist that I am doesn't rely on a class war view that somehow that the interests of employees and managers are in two separate spheres and they're irreconcilable. I believe that when people can go to work and be happy, satisfied, engaged, where the employer is getting employees who feel their interests are aligned with the employer, you get productivity. This is the future of Australian workplaces.
Profits are related to customer retention.
Customer retention is related to employee retention. Employee retention may or may not be related to benefits, but benefits could be part of the package that causes people to stay and -- by the way -- engage in discretionary effort. .. If you go into any organization that's customer-facing, you can tell in five minutes when the employees are feeling abused. They retaliate on the customers.
Many priests and employees at temples work for pay.
No one should judge religion on the basis of the shortcomings of such workers. We should frame suitable rules and regulations for preventing them from falling prey to material temptations. The true guiding spirits of religion are those who engage in selfless service while dedicating their entire lives to attaining the vision of God.
Any company trying to compete...must figure out a way to engage the mind of every employee.