Articles Tagged with 'retirement'

These Are a Few of His Least Favorite Things

June 11, 2012
Contemplate your CU’s frame of reference: Do you offer products and services based on your own experiences—without understanding the competition’s activities or member needs? READ MORE

Four Steps to Successful Succession

June 05, 2012
In effective succession plans, two main elements work together: executive development and incentives. READ MORE

The World Is Your Oyster

June 01, 2012
Anticipating member needs requires knowledge of their circumstances, preferences, opportunities, and experiences. READ MORE

Water, Water Everywhere

December 19, 2011
Focus on communication, collaboration, and mutual understanding to meet members’ needs. READ MORE

Checking Fees, Housing and Retirement…Oh, My!

October 10, 2011
This week's Roundup examines fees, employment news, consumer spending reports, retirement considerations, housing, and more. READ MORE

Economic Woes Hinder Retirement

October 05, 2011
Survey shows nearly four in 10 workers plan to retire after age 70. READ MORE

Baby Boomers Less Optimistic About Retirement

August 23, 2011
Report divides boomer retirees into five segments. READ MORE

Smart Investing

July 01, 2011
Research firm describes what iPad investing apps are available for consumers so far. READ MORE

The Looming Retirement Crisis

June 06, 2011
While mandated savings may be a tough sell, Americans may need more of a paternalistic, rather than libertarian, approach to get them to save for retirement. READ MORE

Boomer Loyalty Has Limits

April 01, 2011
Baby boomers' needs are diverse and complex. These members can be a viable target for long-term relationships if CUs can meet their needs. 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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