Articles Tagged with 'management'

Compensation Caution

August 09, 2011
CUs are in a holding pattern regarding wages, benefits, and hiring. READ MORE

Avoid Staff Layoffs: 13 Steps

July 20, 2011
Lessons in layoff-avoidance from an Arizona manufacturing company. READ MORE

Assess the Integrity of Your ‘Soft’ Controls

July 13, 2011
Unlike clearly defined internal controls, “soft” controls are subjective, intangible, and hard to audit. READ MORE

Fight Fraud With Enterprise Fraud Management

June 24, 2011
Fraud prevention measures are vital, but it's even more important to know where fraud is occurring and to plug the hole. READ MORE

CUs Should Embrace Their ‘Bags Fly Free’ Moment

March 18, 2011
Former beer monolith Anheuser-Busch's takeover by a Belgian beer company serves as a cautionary tale for CUs. READ MORE

Reach Out to Tomorrow’s Members

February 09, 2011
Make a good impression on young members early to ensure their future loyalty and your CU's growth. READ MORE

Manage Uninsurable Risk: Four Steps

January 01, 2011
Managing risk is extremely important for CUs. But not every exposure is insurable. READ MORE

Succession Planning

September 01, 2010
Replacing a CEO can be a lengthy process. The time to develop a CEO succession plan is before you need one. READ MORE

Is Honesty The Best Policy?

August 12, 2010
Are you always honest with your employees? Really? Let's take a test. 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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