Articles Tagged with 'operations'

A CUSO Evolution

April 08, 2014
The growth of CUSOs has mirrored the challenges and issues CUs have faced over the years. READ MORE

It’s Time to Rethink IT Recovery

March 27, 2014
Shift continues from disaster recovery to business continuity. READ MORE

Enhance Members’ Cross-Channel Experience

March 26, 2014
‘Create a consistent, intelligent, and personalized experience for the member.’ READ MORE

A Fair Analogy

August 19, 2013
We all have the responsibility to know what our function is, and to do it well READ MORE

CFOs Offer Big-Picture Projections

May 01, 2012
How do CFOs view credit unions’ outlook in the months ahead? READ MORE

Big Challenges Confronting Small Credit Unions

March 01, 2012
It’s tough to fight economies of scale, as small CUs are well aware. READ MORE

CUs Boast Low Turnover Rates

January 18, 2012
CUs should monitor staffing to see not only why employees are leaving, but also why they’re staying. READ MORE

Disrupting the Status Quo

December 20, 2011
Going against the grain in business can pay off in a big way. READ MORE

Top Tech Trends and Annoyances

December 01, 2010
It’s a bellwether time for tech innovations. 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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