Articles Tagged with 'communication'

Six Principles of Crisis Communication

October 18, 2013
‘Have a plan and a team that can execute it.’ READ MORE

Our Commitment for the New Year

January 14, 2013
Paul Gentile has joined CUNA as executive vice president, strategic communications and engagement. READ MORE

Get the C-Suite to Listen: Five Strategies

December 06, 2012
Communicating effectively, especially to executives, can be a challenge. READ MORE

'The Thank You Economy'

December 02, 2012
Are you grateful for your members’ business? Then say so! READ MORE

Align Marketing and Compliance

August 02, 2012
Well-intentioned marketers sometimes make mistakes that can have drastic consequences. READ MORE

Advice for Tomorrow’s Leaders  

July 01, 2012
The path to excellent leadership often includes some form of executive training. Among the options for training is CUNA Management School. READ MORE

Social Media’s Role in Crisis Management

November 22, 2011
Your CU’s reputation isn’t determined only by information you “push” to members. It also depends on their reactions. READ MORE

Social Media Risks and Rewards

January 12, 2011
To understand social media, you must understand the terms. READ MORE

Lessons From the BP Oil Spill

August 05, 2010
The public watched in disbelief as oil gushed into the waters of the Gulf Coast for several months. Here’s advice on how the company could have better connected with the public throughout the spill, and lessons you can learn from them. 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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