Articles Tagged with 'services'

‘Reward Excellent Failure, Punish Mediocre Success’

May 16, 2012
CUNA President/CEO Bill Cheney visits with the man Inc. magazine recently named the “Red Bull of management thinkers.” READ MORE

Let CUs Propel Economy

March 21, 2012
Removing CUs' MBL cap would help entrepreneurs stimulate local economies, says Rep. Maxine Waters. READ MORE

Cheney Welcomes GAC Attendees

March 18, 2012
We have clear opportunities to advance the CU agenda and ensure our message rises above that of the bankers. READ MORE

Cooperatively Yours

February 15, 2012
How can CUs get involved in the International Year of Cooperatives? READ MORE

Identify Membership Growth Opportunities

December 05, 2011
CUNA research services include a variety of member, nonmember, and employee surveys and evaluations. READ MORE

Reaching Out

September 23, 2011
Serving indigenous people from Alaska’s Inside Passage to Australia's Aboriginal lands helps CUs create a stronger financial cooperative. READ MORE

Here Comes the 'She-Conomy'

September 11, 2011
This and other key demographic, social, economic, and technological trends have substantial implications for CUs. READ MORE

Development Educators Find Solutions

September 01, 2011
Lessons from a recent CU Development Educators workshop. READ MORE

‘Break Up With Your Bank,’ CU Tells Members

August 26, 2011
CU aims to convince young adults to spurn higher-priced banks. READ MORE

Serving Those Who Serve

August 10, 2011
The wars in Afghanistan and Iraq sometimes hit painfully close to home for military credit unions. 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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