Articles Tagged with 'insurance'

IRS Rules Complicate Compensation Reporting Requirements

March 08, 2013
The CU movement must maintain its reputation for reasonable and transparent executive compensation. READ MORE

Tracked CPI: Don't Compromise the Member Experience

January 30, 2013
A tracked program can cover more loss situations than a blanket policy. READ MORE

CUs Grapple with Rising Benefit Costs

January 14, 2013
While wages stagnate, health insurance costs continue to rise. READ MORE

The Domino Effect

December 04, 2012
How can we position our CUs for optimal performance and success? READ MORE

Grow Your Subprime Lending with Confidence

November 25, 2012
The cornerstone of managing auto lending risk is protecting collateral. READ MORE

Why Long-Term Care Insurance Matters to CUs

October 15, 2012
The cost for long-term care services is outpacing the medical inflation rate. READ MORE

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

‘Help! I Need Some Money, Honey!’

September 18, 2012
Consider the financial assumptions members make and potential perils they may encounter. 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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