Articles Tagged with 'compensation'

Executive Compensation: Waiting for a Rebound

September 09, 2011
When compensation does rebound, CU executives can expect greater regulatory accountability. READ MORE

Pay Plans Still Sluggish

August 08, 2011
CUNA is releasing a number of salary surveys to help you keep up with compensation trends for all CU employees from tellers to CEOs. READ MORE

Defend Your Executive Pay Practices

June 01, 2011
New regulatory requirements will increase scrutiny on boards' executive compensation decisions. READ MORE

Overworked & Understaffed

April 01, 2011
Welcome to the post-recession workplace. READ MORE

Rely on Valid Compensation Survey Data

December 09, 2010
Board compensation decisions will continue to be a point of emphasis in today’s regulatory environment. READ MORE

The Dodd-Frank Act

October 01, 2010
The Dodd-Frank Act creates hundreds of new rules. How many will affect CUs? READ MORE

Use Salary Data to Attract & Retain Skilled Staff

August 31, 2010
Setting appropriate compensation is crucial to recruiting and retaining skilled employees, encouraging high performance, and ensuring competitiveness in the labor market. READ MORE

No Thaw in the Salary Freeze

August 01, 2010
CUs are finding creative ways to motivate staff despite stagnant pay and bonuses. READ MORE

Bureau of Labor Statistics Releases Benefits Survey

July 28, 2010

The Bureau of Labor Statistic’s National Compensation Survey provides comprehensive measures of occupational earnings, compensation cost trends, the incidence of benefits, and detailed benefit provisions.

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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