Articles Tagged with 'future'

Cheney: ‘We’ve Energized the Movement’

April 15, 2014
‘Keep your eye on Washington, but keep your ear on CUs all around the country.’ READ MORE

Is CU History Still Relevant?

October 15, 2013
Now that the movement has surpassed $1 trillion in total assets, does our history still matter? READ MORE

 We Must Take a Broader View of Collaboration

October 01, 2012
Can you imagine a court ordering someone to pay $5,000 in interest on a $150 loan? READ MORE

 New Challenges Require New Leadership

August 20, 2012
Today’s constantly changing business environment calls for a different type of leadership. READ MORE

Working Toward a Shared Vision

August 13, 2012
Most of us agree on the common values that bind us together as a movement: People helping people and people before profit. READ MORE

King: CUs Are No Longer a Place

July 19, 2012
Those not prepared for the move to mobile won’t have a future. READ MORE

CUs Help Build Better Lives in Rural Ethiopia

July 01, 2012
The future of this African country is looking brighter thanks to help from the credit union movement. READ MORE

What’s the Future of the Branch?

June 19, 2012
Expect branches to become leaner, and more specialized and sales-focused. READ MORE

Tomorrow’s Branch

December 12, 2011
The challenge for CUs is to integrate technologies, increase efficiencies, and still deliver high-touch service when members want it. READ MORE

A Tale of Two Funds

September 20, 2010
Future deposit insurance premiums are uncertain, both for institutions insured by the National Credit Union Share Insurance Fund and by the Federal Deposit Insurance Corp. 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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