Articles Tagged with 'directors'

Cultivate an Effective CEO Evaluation Process

April 21, 2014
Six measures to gauge your CEO's performance. READ MORE

Boards Take the Lead with ERM

March 21, 2014
What's the board's role in risk management? READ MORE

Five Types of Board Members To Avoid

November 19, 2013
A bad director or three can break the board. READ MORE

Volunteer Leadership: What’s Old Is New Again

January 13, 2013
One great strength of our movement is the volunteer board of directors. READ MORE

Take a Holistic Approach to Compliance

November 21, 2012
Dividing compliance responsibilities among different departments leads to inconsistencies. READ MORE

Directors Must Evolve With Their CUs

September 14, 2012
As your CU's business model changes, so must board governance. READ MORE

Walling Celebrates 40 Years of CU Service

June 27, 2012
Walling joined what was then the $7 million asset American Baptist CU in 1972 as assistant manager. READ MORE

Prepare for Interest-Rate Risk Reg

June 13, 2012
Federally insured credit unions with more than $50 million in assets must comply with the IRR regulation, but federally insured credit unions with less than $10 million in assets are exempt. READ MORE

Meet Members’ Governance Expectations

December 16, 2011
Serving on a board is much different now than in the past. READ MORE

New Rules Present New Risks for CU Directors

August 05, 2011
New fiduciary and financial literacy rules have greatly increased directors’ personal risk exposure. 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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