Articles Tagged with 'research'

Age and Awareness

May 15, 2011
Attracting younger members can be tough when more than two-thirds of nonmembers age 18 to 24 know very little about CUs, according to CUNA's latest research. READ MORE

Small CU Roundtable Addresses ‘Big Picture’ Concerns

February 28, 2011
Small CUs discussed collaboration, regulation, and corporate stabilization, among other topics, during Sunday's Small CU Roundtable. READ MORE

Filene Names New Research Fellow

January 20, 2011
Michael Barr served as the U.S. Department of the Treasury's assistant secretary for financial institutions, where he was a key architect of the Dodd-Frank Wall Street Reform and Consumer Protection Act. READ MORE

Leading Edge

September 01, 2010

Filene Names Five New Research Council Members

July 26, 2010
The council helps decide which topics to research, volunteers to pilot Filene innovations, and works with Filene’s outside researchers to provide access and insights to the credit union system. READ MORE

Do Employees Have a 'Voice' at Your CU?

July 26, 2010
Groundbreaking research shows formal reporting mechanisms at CUs aren't effective ways to bring ideas to senior leaders. READ MORE

From Paper to Practice

June 17, 2009

View your strategic plan as a road map written at the beginning of a journey.

READ MORE

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Great article! Unfortunately, most employees don’t feel valued or appreciated by their supervisors or employers. In fact, research has shown that the predominant reason team members quit their jobs is because they don’t feel valued. This is in spite of the fact that employee recognition programs have proliferated in the workplace – over 90% of all organizations in the U.S. has some form of employee recognition activities in place. But most employee recognition programs are viewed with skepticism and cynicism – because they aren’t viewed as being genuine in their communication of appreciation. Getting the “employee of the month” award, receiving a certificate of recognition, or a “Way to go, team!” email just don’t get the job done. How do you communicate authentic appreciation? We have found people have different ways that they want to be shown appreciation, and if you don’t communicate in the language of appreciation important to them, you essentially “miss the mark”. Additionally, employees need to receive recognition more than once a year at their performance review. Otherwise, they view the praise as “going through the motions”. A third component of authentic appreciation is that the communication has to be about them personally – not the department, not their group, but something they did. Finally, they have to believe that you mean what you say. How you treat them has to match the words you use. If you are not sure how your team members want to be shown appreciation, the Motivating By Appreciation Inventory (www.appreciationatwork.com/assess) will identify the language of appreciation and specific actions preferred by each employee. You then can create a group profile for your team, so everyone knows how to encourage one another. Remember, employees want to know that they are valued for what they contribute to the success of the organization. And communicating authentic appreciation in the ways they desire it can make the difference between keeping your quality team members or having a negative work environment that everyone wants to leave. Paul White, Ph.D., is the co-author of The 5 Languages of Appreciation in the Workplace with Dr. Gary Chapman.

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