Articles Tagged with 'retirement'

It’s Elementary, My Dear Watson!

January 28, 2013
How might you easily communicate basic features and functions in a welcoming way? READ MORE

Picture Perfect

January 14, 2013
Consumers who ultimately determine critical marketing outcomes may invest but a moment in deciding whether to act on or ignore a marketing message. READ MORE

The Tiny Little Voice

October 01, 2012
How often does acumen help us make good business decisions for our members and coworkers? READ MORE

Poor Economy Affects Staff Benefits

September 27, 2012
Report reveals that 77% of employers have trimmed employee benefits since 2007 due to the poor economy. READ MORE

Prepare for the Brain Drain

September 13, 2012
The average age of a CU CEO is 53.4 years. READ MORE

What, Me Worry?

September 10, 2012
National Preparedness Month reminds us to anticipate and prepare for potential problems. READ MORE

‘Drop That GPS and See Where Life Takes You!’

August 27, 2012
Flexibility is essential not only in daily life but in meeting the needs of our jobs and members. READ MORE

Employee Retirement Plans: Learn from the Crisis

July 02, 2012
Traditional thinking about what makes a good retirement plan is being questioned. 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

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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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