Articles Tagged with 'succession'

Top 10 Strategic Planning Trends

June 10, 2013
CUs can expect growing loan portfolios due to an improving economy, rising consumer confidence, and less deleveraging. READ MORE

Prepare for the Brain Drain

September 13, 2012
The average age of a CU CEO is 53.4 years. READ MORE

CUs Search for the Next Generation of Board Members

September 01, 2012
CUs will find it hard to compete in the future without new blood on the board. READ MORE

Succession Planning: The Urgency Builds

September 01, 2012
Approximately 10,000 baby boomers will turn 65 every day for the next 18 years, reports the Pew Research Center. READ MORE

Plan for Key Staff Transitions

June 22, 2012
It's important to build a compensation structure that will maintain the executive team and provide stability during a time of transition. READ MORE

Four Steps to Successful Succession

June 05, 2012
In effective succession plans, two main elements work together: executive development and incentives. READ MORE

Include ‘Golden Handcuffs’ with Succession Plans

May 12, 2012
Build ‘bench strength’ so your CU has a top-notch CEO in waiting. READ MORE

CEO Succession Planning Can’t Wait

August 22, 2011
Planning now will help ensure you have ‘the right people on the bus’ moving forward. READ MORE

Giving Good Governance

July 01, 2011
If everyone looks like you in the boardroom, your board needs a greater diversity of skills and experience. READ MORE

Create a Board Succession Plan: Seven Steps

June 22, 2011
Explain that a succession plan is designed to find future directors, not weed out current directors. 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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