The biggest job we have is to teach a newly hired employee how to fail intelligently. We have to train him to experiment over and over and to keep on trying and failing until he learns what will work.

You know, I think the greatest gift in the world is a good employee, you know, or people who can do your work for you and do it well the way you'd like to have it done. And I've always been able to surround myself with really good people.

Everybody understands that you're supposed to say 'our employees are our most valuable asset' to the point where, even if it's really true, they're not going to really trust you until you've earned that - same with customers.

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.

I don't care whether the technology is invented by our employees. I want to bring everybody's innovations into our ecosystem together.

True flexibility is a symbiotic partnership between employer and employee and between technology and culture.

I hate tenure. Tenure allows teachers to put their feet up on the desk and possibly have a job forever. That's why I got turned on to charter schools. It's a business model. Every employee and every teacher will be monitored by performance.

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

Growing companies need commercial space, and their employees need to live nearby.

I told our employees several times, 'Let's focus on the end user, let's focus on committing to society, and focus on the crisis and doing the right thing, show our corporate social responsibility.' Don't focus on marketing and sales. That's horrible culture.

How do leaders serve their people? They may pay good wages and treat employees with respect.

More than half of people who leave their jobs do so because of their relationship with their boss. Smart companies make certain their managers know how to balance being professional with being human. These are the bosses who celebrate an employee's success, empathize with those going through hard times, and challenge people, even when it hurts.

Pride adversely affects all our relationships - our relationship with God and His servants, between husband and wife, parent and child, employer and employee, teacher and student, and all mankind.

Everyone talks about building a relationship with your customer. I think you build one with your employees first.

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.

People actually aren't moving on from companies much more quickly than in the past, but there's a perception that they do, so companies are investing less in talent on the assumption that young employees won't stay long.

At my company, we have 300 employees spread across offices all over the world, and I send them all a voicemail each morning with a message from me about why our work is important and a reminder about one of our values. I call myself our company's 'chief spiritual officer.'

We have a duty to ensure that patients don't have to worry whether they'll be dropped from their coverage if they get sick. Small business owners shouldn't have to break the bank to provide coverage to their employees. And families should not be forced into bankruptcy because of a medical crisis.

Artists, writers and people in creative fields are entrepreneurs by necessity. Nobody gives them a paycheck or picks up their medical insurance. The ones who succeed learn to think and act like 'independent operators.' I think people who are technically 'employees' have to think this way as well. The company is not looking out for you.

With the support and dedication from employees at every level of the company, we've been successful in expanding supplier diversity in many areas, including traditionally challenging areas such as construction services, legal and professional services.

If they lose their legal basis for owning a .cn domain, google.cn would cease to exist, or if it continued to exist, it would be illegal, and doing anything blatantly illegal in China puts their employees at serious risk.

In times of uncertainty, employees crave clarity. As a leader, you won't always have all of the answers - no one expects you to - so you must be open to listening and learning from others. Once you understand a particular challenge and outline the options, you have to be confident in making bold and optimistic decisions.

Many corporate leaders and employees have the right intentions, but it can be overwhelming when you consider how everything is affected from leadership styles, to organizational structure, to employee engagement, to customer service an marketplace.

Companies must put infrastructure in place to support their female employees and ensure that they receive the benefits of male and female leadership.