Articles Tagged with 'training'

Want to Provide Exceptional Service? Go Beyond the Obvious

April 17, 2014
‘It’s not enough to put the right people in place if they’re handcuffed with poor processes and policies.’ READ MORE

On-Demand Training for New Supervisory Committee Members

November 01, 2013
NCUA training videos give supervisory committee members at small and low-income credit unions a better understanding of their roles and responsibilities. READ MORE

The Nerf of Some People!

October 02, 2013

‘Consistent monthly huddles’ keep staff on track.

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Scenes from League Staff Orientation

August 29, 2013
'We can't succeed without you.' READ MORE

Transform Service Into Sales

August 14, 2013
CML promotes a culture that exceeds member expectations and increases bottom-line sales. READ MORE

CUs Poised to Lead in Technology Innovation

July 15, 2013
Smaller financial institutions tend to be more agile than their larger competitors. READ MORE

CUNA Seeks Entries for 2013 CUNA ELLy Awards

June 05, 2013
Entries must be received by July 31, 2013. READ MORE

Five Reasons Leaders Must Lead on Training

May 19, 2013
Great leaders never stop learning, and that means great leaders never stop training. READ MORE

Help Employees Rediscover Their Mojo

April 15, 2013
'We try to instill the concept that we're a learning organization, and that it's better to ask than to make a mistake.' READ MORE

‘Develop U’ Takes Top CU Training Honor

February 03, 2013
ELLy Award winner delivers 13 training courses to 170 employees in two weeks. 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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