Articles Tagged with 'hiring'

Allow Me to Introduce Myself

December 09, 2013
Talent retention remains employers’ top HR priority. READ MORE

‘Hire’ Expectations

November 02, 2013
'I would encourage CUs to use the full salary range for both high and low performers. It sends a strong message to both groups.' READ MORE

Prefunded Plans Help Defray Rising Benefit Costs

September 16, 2013
Since 1999, health-care premiums have nearly tripled, according to the Kaiser/HRET Health Benefits Survey. READ MORE

Turnover Trends

February 03, 2013
CUs are rethinking their front-line staffing strategies to meet members’ changing preferences. READ MORE

The Dreaded Job Interview

August 13, 2012
Basically, treat candidates the way you’d like to be treated. READ MORE

Hire the Right People: Eight Tips

January 01, 2007
In a tough marketplace defined by intense competition and razor-thin margins, your people are everything. 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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