Employee Accountability Quotes

Employers crave the power to fire workers whose performance is judged inferior-not just to get rid of those particular workers, but more importantly to motivate and discipline the rest of the workforce.

People always get confused. They talk about coaches. The reality is, these coaches and managers that everybody thinks are in so much control, they work for us. They're our employees.

I've got my own businesses I run every day and I like to think I'm a nurturer rather than a firer, but the reality is, if somebody continues not to succeed and do the right thing for the business they lose the job because they are affecting the livelihoods of others.

I learned in business that you had to be very careful when you told somebody that's working for you to do something, because the chances were very high he'd do it. In government, you don't have to worry about that.

Reports tell you what your subordinates want you to know.

Recently, I was asked if I was going to fire an employee who made a mistake that cost the company $600,000. No, I replied, I just spent $600,000 training him. Why would I want somebody to hire his experience?

If I see one of my sales assistants neglecting someone because he doesn't look like a good client, he's fired immediately.

Not to oversee workmen is to leave them your purse open.

I'd probably start charging for medical timeouts. I think we'd all see who really uses them and who doesn't.

Our citizens have the right to protection from the incompetency of public employees who hold their places solely as the reward of partisan service.

People aren't going to talk about it except me and that is communication and the visits I have personally had in our meetings with our store managers saying if you do these things you will be terminated, period.

As the director, you cannot control what people do after hours or in their trailers or on break. Why would you want to? But you can't.

When it's all about the work, it's clear who in the company is pulling their weight and who isn't.

Any time you employ thousands of people, some people do dumb things.

I did work in a bakery for one day. But the boss went off and when he came back I was lying on the floor eating cakes.

Active questions are the alternative to passive questions. There is a huge difference between, 'Do you have clear goals?' and 'Did you do your best to set clear goals for yourself?' The former is trying to determine the employee's state of mind; the latter challenges the employee to describe or defend a course of action.

You cannot be in your offices every day doing nothing... and at the end of the day you expect to be paid.

If I'm paying people, and they're not handling my business right, I have to check them. 'Cause sometimes you're nice, and people don't jump on what they're supposed to do, but if you go in there screaming at everybody - 'Look, why aren't my posters up?' or 'Why wasn't my single out on this day?' - then they jump right on it.

No individual has a vested right to a job when that individual fails to perform adequately.

I'm a true believer that you have a moral obligation to keep your employees honest, and that is why you have controls, so I'm never tempted or put in a position where I could do something to defraud my employer.

Yes, sir, no, sir, clock in, clock out. Why were you late? Why are you not in today? That's not how humans are supposed to live.

Obama is talking to voters as though he is their boss, or their principal, or their father. He is not any of those things. He is their employee. And employers don't like it when their employees yell at them - even if their employees have it right.

The supermarket chain Whole Foods has quite a radical employee empowerment program, where employees get to decide whether another employee can work in their team or not. If they think this person's a slacker, doesn't have good ideas, they can vote and say, no, we don't want this person to be working with us on the vegetable aisle.

When companies create ridiculous and demoralizing rules to halt the outlandish behavior of a few individuals, it's a management problem. There's no sense in alienating your entire workforce because you don't know how to manage performance. It makes a bad situation that much worse.