Articles Tagged with 'unions'

Can the Movement Reach for a Common Vision?

October 01, 2012
People are turning to CUs for value, great service, and a sense of community—and CUs continue to deliver. READ MORE

Our Heritage Is One of Our Most Valuable Assets

October 01, 2012
Learning about the sacrifices of those who built the CU movement focuses people on how it should move forward. READ MORE

Embrace Differentiation and Underserved Markets

October 01, 2012
Hispanics and new Americans are in desperate need of financial relationships. READ MORE

CUs Worldwide Share Common Operating and Member-Service Challenges

October 01, 2012
Since the global financial crisis and worldwide recession, CUs everywhere face similar issues. READ MORE

Demographic Shifts Provide Challenges, Opportunities

September 18, 2012
While the U.S. established its reputation as a melting pot centuries ago, we're more diverse today than ever before. READ MORE

Big, Small, or Online: Why Do Young Adults Choose a Financial Institution?

September 17, 2012
What's a CU to do in the face of "convenience competition?" Fight back. READ MORE

Prepare for the Brain Drain

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

Get Ready for ICU Day

September 11, 2012
ICU Day revolves around member recognition, tradition, global appreciation, and generosity. READ MORE

What Tech Innovations Lie Ahead?

September 06, 2012
Look before leaping onto the latest technology bandwagon. READ MORE

Mobile Payments Revolution Coming

August 27, 2012
Security concerns remain the top reason consumers don’t make mobile payments. 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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