Tom Peters Quotes

Money is not the only thing that motivates employees. It's about making them happy.

I'm slowly becoming a convert to the principle that you can't motivate people to do things, you can only demotivate them. The primary job of the manager is not to empower but to remove obstacles.

An employee's motivation is a direct result of the sum of interactions with his or her manager.

The personality problem is so tough when you're not able to pay people. It's bad enough when you can pay people, but, when you have people working for free, often their motivation is diminished considerably.

Our philosophy at Zoom is to create a company that promotes self-motivation. I have told our managers not to spend too much time motivating employees. You have to create an environment where employees can motivate themselves. That is really important because self-motivation is more sustainable.

When there is genuine vision(as opposed to the all-too-familiar vision statement), people excel and learn, not because they are told to, but because they want to.

You can pay people to perform, but you can't pay people to excel.

Instead of instilling fear, if a company offered a way for everyone in the business to dive within-to start expanding energy and intelligence-people would work overtime for free. They would be far more creative. And the company would just leap forward. This is the way it can be. It's not the way it is, but it could be that way so easily.

The best bosses understand the people working for them. That's the first component: what makes my people tick? What are they in it for?

Monetary rewards are not a substitute for intrinsic motivation.

Money and salary is not a particularly good motivator in the long term.

You have to be engaged, or else you're not going to want to show up and go to work.

Our emerging workforce is not interested in command-and-control leadership. They don't want to do things because I said so; they want to do things because they want to do them.

I have to have a creative role; otherwise, I simply wouldn't come into work.

We know that recognition and intrinsic motivation are important to our success, but the key is finding ways to effectively operationalize them.

From the time I was growing up, if I felt that there was some, like, pot of gold waiting for me, I don't know that I would have been so motivated.

If people are not tied to the work from a mission-driven focus, I don't think you're going to motivate them.

Everyone gets motivated or inspired by different things.

I believe you're either intrinsically motivated or you're not.

Intrinsic motivation is conducive to creativity; controlling extrinsic motivation is detrimental to creativity.

The key to motivation is motive.

One of the things we know is that you cannot motivate other people, but you can remove the obstacles that stop them from motivating themselves. All motivation is self-motivation.

A good executive is one who makes people contentedly settle for less than they meant to get, in return for more than they meant to give.

The most important role of managers is to create environment in which people are passionately dedicated to winning in marketplace.

Nobody wants a job where they don't have authority to go along with the responsibility. Quite the contrary. The more authority you give people, the better people you can attract, and the harder they're going to work, and the more loyal they are going to be.