Employee Training Quotes

How can any company know if its processes, products, people are safe? Only if everyone is watching and telling the truth. The first part can be assumed; the second cannot.

When a company gets bigger, when it begins to bring on employees, it naturally goes through this tendency of wanting to control, of wanting to build process - essentially to say not every one of our customers or employees has great judgment.

You have to make your company idiot-proof because you may have an idiot running it some day.

Maids in India have egos. Big egos. They do not like being spoken to curtly, and they do not like to be abruptly instructed by a woman they do not know. They come with the feeling that they already know everything. So while training them to do things your way, speak gently, and when they do it right, appreciate it.

If you train people properly, they won't be able to tell a drill from the real thing. If anything, the real thing will be easier.

I always worked in institutions, I never had a restaurant of my own before, but I have opened over 30 hotels, restaurants and casinos. I understand what it takes to keep them running.

We're really critical with the process of who we hire. But when you put great people in position, that's how you avoid any missteps.

As far as employees are concerned, clearly I like to communicate with them, since we are more than 40,000 people. I like to communicate either through e-mail or through video conferencing, which we do very often, and stream out videos and interviews. But more than that, I believe in traveling to my branches.

The five steps in teaching an employee new skills are preparation, explanation, showing, observation and supervision.

I worked at Johnny Rockets. For one day. I had to quit because they said that anytime a particular song comes on the jukebox, all the servers have to stop and do this special sing-along and dance, and I just knew that I wouldn't be returning.

It proved once again the theory that no security system is a match for a stupid employee.

It shouldn't be easier for a company to get a tax break on buying another robot than training their employees to gain new skills for the modern economy.

A well-trained workforce is critical to small-business success. What I hear from business is that it's hard to find help that meets their needs.

You’re training a new employee,' says Mrs. Clark, 'to take over your boring old job.' When you raise a child.

In a nursery, if you don't take care of those plants, your profits get lost real quickly. You have to weed. You have to water. You have to nurture. Also, you have to take care of your employees in such a way that they do the same.

It doesn't do much good to have a quality image, whether it's with the facility or whether it's with the merchandise, if you don't have real quality people taking care of your customers.

I pay people very, very well - probably more than I have to. But that costs me less money in the long run because I'm not having to constantly train somebody. I pay them enough that they don't go seeking a higher scale at the next restaurant.

Hire for passion and intensity; there is training for everything else.

A lot of companies are clueless, because they spend most or all of their security budget on high-tech security like fire walls and biometric authentication - which are important and needed - but then they don't train their people.

I was hired as a sous-chef at a restaurant on the Upper East Side. The chef liked to drink - some mornings we would find him sleeping. Two weeks after its opening, I became the chef. I was 20 years old, and way over my head. I had to hire the cooks and do the menus.

At the end of the day, the differential, I believe, on the airline space has got to be about the product and the service that you provide. And again, I can't express that enough. That comes from people. It is a people business, and my primary focus is to get our 84,000-plus people back aligned, back engaged, and back focused on our customer.

The secret of getting successful work out of your trained men lies in one nutshell—in the clearness of the instructions they receive.

Starbucks is not an advertiser; people think we are a great marketing company, but in fact we spend very little money on marketing and more money on training our people than advertising.

The music business would be much better, for the youth and the kids, if they start hiring employees that understand the kids.

I run a small company with 18 employees on its payroll.