Articles Tagged with 'income'

The Guest in the Garage

April 16, 2012
Finding answers to our problems may take time, trial, and error, but performing due diligence is a great start. READ MORE

CUs Rely More on Fee Income

October 05, 2011
Certain types of fee income are coming under pressure due to regulatory scrutiny and changing market conditions. READ MORE

Exploring Strategies to Manage Interchange Income

August 30, 2011
Consider a single PIN debit network strategy as a way to relieve downward pressure on interchange income. READ MORE

Legislation May Lead to Higher Fees

January 27, 2011
CUs would not only need to cover the loss of fee income, but also the increased costs of complying with the regulations. READ MORE

Here's a Resolution You Can Keep

January 24, 2011
The federal government gave every working person a 2% raise. Use it wisely. 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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