Articles Tagged with 'cuna'

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

Scenes from the 2014 CU Cherry Blossom Run

April 07, 2014
CU Miracle Day donations total nearly $500,000. READ MORE

Stay Current With Leg/Reg Updates

March 25, 2014
CUNA's weekly Legislative Update and Regulatory Advocacy Report keep you informed. READ MORE

Sackett Spreads Volunteer Spirit

March 23, 2014
'Sharing recruitment best practices is important for boards.' READ MORE

Mashburn, Allison, McGraw win top individual honors

March 18, 2014
Kristen Mashburn, Josh Allison, and Amy McGraw were honored at the CUNA Marketing & Business Development Council Conference. READ MORE

Revealing the Target Breach Costs

March 01, 2014
Since news of the target breach, CUNA has focused on answering key questions. READ MORE

CUNA Economists See Reasons for Optimism

March 01, 2014
Bill Hampel, CUNA’s chief economist, discusses what’s behind the positive forecast. READ MORE

Pierce’s Plan

February 25, 2014
'Together, we’ll make CUNA even better than it is today,' says CUNA's new chairman. READ MORE

New GAC Attendees Encouraged to Help ‘Remove Barriers’

February 24, 2014
Nearly 700 first-time attendees were welcomed to the conference Sunday. READ MORE

'Never Been More Optimistic'

February 24, 2014
Cheney welcomes more than 4,400 attendees to the GAC. 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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