Articles Tagged with 'benefits'

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

This Recession Is No Picnic

September 24, 2012
The recession has required all of us—employers and employees alike—to make some sacrifices. READ MORE

Recruit, Retain, & Protect Employees with Voluntary Benefits

August 17, 2012
Convey the significance of voluntary benefits while educating staff on core offerings. READ MORE

Technology for What Purpose?

July 13, 2012
When a CU considers automation it should ask how it will help the average person. READ MORE

Pricer: Take Stock of Health-Care Requirements

June 28, 2012
Defined contributions will help CUs better manage their health-care costs. READ MORE

The Four C’s of Employee Engagement

March 29, 2012
Help human resources staff engage employees in their benefits. READ MORE

Ready for Takeoff

February 06, 2012
Consider your disaster plan. If service is disrupted to your membership, will they ‘feel the love? READ MORE

Engaged Employees Make the Most of Their Benefit Plans

November 18, 2011
More—and more frequent—communication can improve employees’ engagement in their benefit plans. READ MORE

Economic Woes Hinder Retirement

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

Benefits: Consider the ‘Human’ in Human Capital

July 14, 2011
Human capital management acknowledges that employees aren’t all the same. 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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