Articles Tagged with 'service'

Maxwell, Herring Winners Reflect CU Principles

February 13, 2013
Host of innovative initiatives demonstrate CUs’ dedication to social responsibility. READ MORE

Courting Disgruntled Bank Customers

February 10, 2013
Jilted consumers have many things to consider when severing bank relationships. READ MORE

Council Lauds Training Innovators

January 10, 2013
Targeted training enhances employee engagement and job satisfaction. READ MORE

Core Processing: CUs Warm Up to Outsourcing

December 08, 2012
Dedicated hosting offers a high level of control for CUs. READ MORE

Don't Throw Members Under the Bus

November 05, 2012
Good customer service requires genuine empathy, compassion, information, timeliness, and a desire to assist. READ MORE

Improve Your Digital Convenience

November 01, 2012
Nearly 70% of nonmembers between the ages of 18 and 24 are not at all familiar with credit unions. READ MORE

CUs Must Speak With One Voice to a New Generation

October 19, 2012
For Gen Y, customer service no longer is king—it’s third to technology and convenience. READ MORE

 We Must Take a Broader View of Collaboration

October 01, 2012
Can you imagine a court ordering someone to pay $5,000 in interest on a $150 loan? READ MORE

Time to Transform the 'Face' of CUs

October 01, 2012
How can CUs leverage their strengths to compete in today’s marketplace and continue to thrive in the future? READ MORE

Social Engineers Target Service Staff

September 26, 2012
High-tech countermeasures do little to prevent a CU’s employees from succumbing to social engineering. 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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