Hr Motivational Quotes

Resources are hired to give results, not reasons.

Children imitate their parents, employees their managers.

Corporate strategy is usually only useful if you get people engaged with helping you to make it work.

My men are my money.

People are an organization's most valuable asset and the key to its success. - Dave Bookbinder

If you are paying someone to motivate you (seriously), you should rather pay to a psychiatrist.

A catch phrase or a motivational poster on the wall won’t ever change behavior. Action will. Get out from behind your desk and your computer, and put away your phone. Make time each day to have genuine “face time” with the humans in your organization.

Scientists will discover a weak correlation between A and B, assuming C under D conditions. The university PR office will then post something for immediate release: ‘Scientists Find Potential Link Between A and B (under certain conditions)’. News organisations will pick it up and publish, ‘A causes B, say scientists’, which will then be read by The Internets and turned into ‘A causes B - ALL THE TIME!’ Which will then be picked up by TV shows that run stories like ‘A ... A Killer Among Us??’ All of this eventually leads to your grandma getting all weird about A.

As our society has become more casual, the line between a person’s personal life and professional life has become blurred, especially with the advent of social media. Personal information, your manners (or lack thereof), opinions, and pictures of your private life are available for all the world to see. HR directors, recruiters, and potential employers will often ascertain a person’s manners and moral compass from their online presence.

Your most valuable assets go home at the end of the day. Create an environment where they want to come back tomorrow.

Make sure that you are not paying a huge premium for bringing the people back. Then the existing employees will get demotivated and your attrition will rise.

Creative Compensation structure has immense power to retain and motivate.

Compensation is more about motivation than money.

But pleas about cost savings don’t get people to change their behavior. Neither do voluntary assessments that are supposed to scare people straight. The people who’d be most scared don’t show up for the assessments, because they know the assessments will tell them things they don’t want to hear. And the people who show up, unless they’re told they’re going to keel over within a year, figure they can make marginal changes and be fine. It makes you wonder whether the conventional corporate drive toward “wellness” isn’t just ineffective, but also a huge missed opportunity. The reigning assumption in the world of HR managers, large insurers, and policy wonks is that changing behavior is hard, so people need to be nudged toward healthy behaviors by making that change seem easy and palatable. “Gamify” it. Give people points for reading informative online articles about nutrition. Count pedometer steps. Make the healthy choices seem just a little bit different than the choices that result in chronic disease. Make the change seem smaller, so that people can follow a bread crumb trail of small adjustments to a better life without really changing their perspective. There are a lot of snazzy mobile apps and candy-colored motivational posters that push this approach. There are a lot of single-serving snacks with low calorie counts, sold as healthier-but-you-wouldn’t-know-it. They’re packed with sugar, so they end up making people hungrier and fatter.

Employee engagement isn't just an "HR thing" - it's a finance, accounting and valuation thing.

Agile HR Manifesto We are uncovering better ways of developing an engaging workplace culture by doing it and helping others do it. Through this work, we have come to value: Collaborative networks over hierarchical structures Transparency over secrecy Adaptability over prescriptiveness Inspiration and engagement over management and retention Intrinsic motivation over extrinsic rewards Ambition over obligation That is, while there is value in the items on the right section of the sentence, we value the items on the left more.

I’m very self-motivated,” she’d state with an assertiveness that she didn’t quite feel in her gut, and the HR guy would look down at the paper in front of him and then back up at her blankly, as if to say, No, that’s not today’s password. Then she’d follow with something like “I’m also committed to life-long learning,” and the response would be dead silence. A few days later, she’d get a no-reply e-mail expressing perfunctory pro forma regret, telling her the spot had been filled and wishing her the best of luck.)

You need more than hygiene factors to motivate people.

these groups may lack the technical skill of an HR specialist, but are more likely to respond out of genuine care, because the community is motived by a commitment greater than mere legal obligation.