Articles Tagged with 'compensation'

More CEOs Receiving Variable Pay

November 03, 2013
Nearly three-fourths of CU CEOs earned incentive compensation in 2012. READ MORE

Set Salary Strategy Using CUNA Compensation Analytics

October 16, 2013
Explore base salary, variable pay, and more with industry-wide data or customized searches. READ MORE

IRS Rules Complicate Compensation Reporting Requirements

March 08, 2013
The CU movement must maintain its reputation for reasonable and transparent executive compensation. READ MORE

Maintain a Competitive Edge with Benefits

December 28, 2012
Executive pay in for-profit businesses continues to increase despite weak profit growth. READ MORE

Creative Compensation Packages

August 06, 2012
If you look hard enough, you can find some good news on credit union compensation trends. But you have to look pretty hard. READ MORE

Attract and Retain Top Talent

August 01, 2012
Get the inside information you need to set appropriate salaries and attract top talent. READ MORE

Prepare for High CEO Turnover

July 01, 2012
It's important to build a compensation structure that will maintain the executive team and provide stability during a time of transition. READ MORE

Plan for Key Staff Transitions

June 22, 2012
It's important to build a compensation structure that will maintain the executive team and provide stability during a time of transition. READ MORE

Include ‘Golden Handcuffs’ with Succession Plans

May 12, 2012
Build ‘bench strength’ so your CU has a top-notch CEO in waiting. READ MORE

Pay Attention to New Golden Parachute Rules

February 05, 2012
NCUA issued new rules in June 2011 regarding golden parachute payments for troubled CUs. 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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