Articles Tagged with 'millennials'

Will Digital Empower or Destroy CUs?

April 15, 2014
Young adults embrace CU qualities such as trust, fairness, and legitimacy. READ MORE

Gen Y Redefines 'Good Member Service'

February 20, 2014
The soon-to-be powerful group demands current technology, products, and services. READ MORE

Courting the Millennials

February 17, 2014
Create an emotional connection with this group. READ MORE

Introducing the Millennial

February 13, 2013
As these potential members mull their options for long-term financial partners, it will pay to get to know them now. READ MORE

Millennials Need CUs—They Just Haven’t Met You Yet

January 18, 2011
A Microsoft white paper explores what millennials and boomers think about financial institutions and personal financial management tools. READ MORE

Need Members? Target Millennials

July 01, 2010
CUs must continue to attract more consumers in their peak borrowing years—age 25 to 44—and attract even younger members—age 18 to 24. That's where “millennials" come in. 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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