Leah Busque Quotes

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

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

It's so important for startups to get their culture right at the start. They need to feel unique and that they are on their own important mission in the world.

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

Company culture is my number one priority. It's more important than the team, the product, the business model, or the investors. All of those things can be fixed and made better over time. But culture has to be established on Day 1.

Until I came to IBM, I probably would have told you that culture was just one among several important elements in any organization's makeup and success - along with vision, strategy, marketing, financials, and the like... I came to see, in my time at IBM, that culture isn't just one aspect of the game, it is the game. In the end, an organization is nothing more than the collective capacity of its people to create value.

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.

Businesses often forget about the culture, and ultimately, they suffer for it because you can't deliver good service from unhappy employees.

Chick-fil-A is what it is today because of its people, purpose and product.

Culture used to be viewed as the 'touchy-feely' side of business, but that's no longer the case. If you don't have a defined culture behind you, then you aren't going to be effective at executing your strategy.

When a culture is broken, the cracks show - morale is weakened, but so is profit and performance. That's why culture has to be at the core of any business transformation.

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.

The way management treats associates is exactly how the associates will treat the customers.

Quality has always been the overriding factor for us. But you also have to have happy people working for you.

You really have to understand this isn't a business where you sit in the back room and do calculations - you have to be very concerned about employees and customers, because that's really what's going to bring you success.

If tomorrow all of America were to become paternalistic, we would beat the Japanese every day of the week. I think that the concept of accusing someone of running a paternalistic company, that's not an accusation. One should compliment someone on that.

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.

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

Ultimately, what any company does when it is successful is merely a lagging indicator of its existing culture.

What really makes your business is your workers - their commitment, their knowledge, how you train them, how you treat them. They have to make the entity a winning entity.

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.

Most of the time, when you need something at a company, you make it. If you want to sell a product, you create it. If you need a head of marketing, you hire one. If you want to create a great company culture, what do you do? The lack of a clear answer on this is why I believe most companies don't have a great culture.

Your employees have lots of opinions about everything - your strategy and vision; the state of the competition; the quality of your products; the vibe in the workplace. There are tons of things you can learn from them.

The culture or environment of a company starts from the top. The leadership. The leadership of a company sends a message to its employees of what is tolerated and what is not.

Since the earliest days of Eventbrite, we've made our people core to our mission. Our culture is an ever-evolving manifestation of those on our team. As people join, we believe in earning their trust by demonstrating we'll embrace them and help them grow.