Articles Tagged with 'loyalty'

Increasing Wallet Share

October 20, 2011
How do you measure the depths of a member’s relationship with your CU? And what does that measurement mean to your CU's bottom line? READ MORE

Are Your Members Merely Satisfied or Truly Loyal?

July 18, 2011
Satisfaction and loyalty are distinct concepts, notes CUNA’s 2011-2012 Survey of Potential Members. READ MORE

Remarry Your Members

June 22, 2011
The customer-service bar has been set so low, it’s become relatively easy to excel at it. READ MORE

‘Satisfaction is Worthless, Loyalty is Priceless’

June 21, 2011
Ensure future growth by practicing operational efficiency, product distinction, and member intimacy. READ MORE

Trust Is a Lofty, Worthwhile, Strategic Goal

March 22, 2011
In a time when trusted icons, elected officials, and institutions fall short, people are becoming more cynical and distrusting, in general. READ MORE

Want to Boost Loans? Increase Member Loyalty

November 16, 2010
Member surveys help CUs measure member loyalty and develop strategies to build stronger member ties. READ MORE

The Bottom Line on Boomers

August 20, 2010
Here are steps your CU can take to help retain boomer members. READ MORE

The Ultimate Question

April 24, 2009
What can marketers learn about member loyalty from a "rubber chicken" dinner? 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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