Articles Tagged with 'economic'

Capital Plan Creates Grave Concerns

April 01, 2014
‘The clock is ticking: The comment period on this proposal expires May 28.’ READ MORE

An Uneven Recovery

January 06, 2014
The state of the CU movement is vastly improved, but not all CUs are seeing the same results. 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

The Return of the Borrower

June 07, 2013
Expect CU loan balances grow 5% to 6% in 2013—and even faster in 2014. READ MORE

Take Advantage of Schools, Conferences, & Institutes

March 20, 2013
At CUNA Enterprise Risk Management Certification Institute gain an understanding of enterprise risk management. READ MORE

ERM: A Measure of Certainty in Uncertain Times

March 06, 2013
Four pieces of armor will protect CUs: governance independence, analytics, board involvement, and reporting frequency. READ MORE

Adapt to Change for Community CU Success

March 01, 2013
Gulf Coast Community Federal CU was among four CUs awarded in 2012 by CUNA. READ MORE

State of the Economy: Slow growth, but uncertainty still prevails

February 26, 2013
During a breakout session Tuesday, CUNA economists Mike Schenk and Steve Rick, joined by NCUA Chief Economist John Worth, examined current economic trends. READ MORE

Stay Informed with Trusted Resources

January 28, 2013
CUNA offers resources so CUs can stay nimble in the constantly changing environment. READ MORE

Be Sure to Plan for the ‘Outlier’

December 03, 2012
Economists’ predictions represent the most likely scenario—one that’s highly likely to be...wrong. 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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