Articles Tagged with 'staff'

Motivate with More Than Money

January 14, 2014
Nonfinancial motivators often are more effective than cash in building long-term employee engagement. READ MORE

Employees’ Opinions Create Change at Grow Financial FCU

August 05, 2013
To improve internal communications, CEO Bob Fisher hired a PR specialist and created a video studio that produces regular updates. READ MORE

Over-the-Top Perks

August 05, 2013
Some employers have taken employee perks to a whole new level. READ MORE

CRM: ‘The Great Differentiator’

March 08, 2013
Staff buy-in is crucial for making CRM systems effective. READ MORE

Turnover Trends

February 03, 2013
CUs are rethinking their front-line staffing strategies to meet members’ changing preferences. READ MORE

Strict Cost Controls Create High ROA

January 13, 2013
'You can’t improve if you don’t keep score.' READ MORE

Council Lauds Training Innovators

January 10, 2013
Targeted training enhances employee engagement and job satisfaction. READ MORE

What’s Your Board’s Oversight Style?

November 19, 2012
‘Do CEOs like rubber stamping boards? A good CEO won’t.’ READ MORE

Improve Sales Culture to Boost Lending

November 17, 2012
CUs have retooled to help staff recognize and act on lending opportunities that also benefit members. READ MORE

2012 CUNA ELLy Training Award Winners Announced

November 01, 2012
CUNA recognizes 12 CUs for outstanding training programs and professionals. 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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