Articles Tagged with 'risk'

Regulatory Compliance for Investments

July 31, 2013
CUNA expects NCUA to issue additional guidance on how to comply with its new investment rules. READ MORE

Vendors Showcase Best Practices

July 10, 2013
Conference sessions highlight cutting-edge solutions. READ MORE

Identify & Monitor Indirect Auto Lending Risks

May 20, 2013
A successful indirect auto lending program forecasts risk and monitors deviations from your CU's plan. READ MORE

Be Prudent When Exercising Caution

May 10, 2013
Don’t be afraid to use analytics to help determine your value proposition. READ MORE

Reduce The Risk of Workplace Violence

April 15, 2013
Prudent employers are evaluating the risk of violence in the workplace. READ MORE

Extend Your View and Sharpen Your Focus

March 26, 2013
In the wake of the economic crisis, ERM receives a lot of attention—and for good reason. 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

More Regulatory Pressure in Store for CUs

March 01, 2013
Pay close attention to dotting regulatory i’s and crossing compliance t’s. READ MORE

Identify the Signs of Financial Stress

January 04, 2013
CU's not doing credit risk management faces risks—either criticism from regulators or danger to the bottom line. READ MORE

Enterprise Risk Management

November 26, 2012
Comprehensive ERM training will enhance directors’ understanding of the balance sheet—and improve decision making. 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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