Articles Tagged with 'boomers'

Retirees’ Longevity Takes Luster off Golden Years

April 15, 2014
‘Members need CUs today more than ever.’ READ MORE

Introducing the Millennial

February 13, 2013
As these potential members mull their options for long-term financial partners, it will pay to get to know them now. READ MORE

A Horror Story

October 29, 2012
To stand a ghost of a chance in today’s marketplace, the use of social media is critical. READ MORE

Demographic Shifts Provide Challenges, Opportunities

September 18, 2012
While the U.S. established its reputation as a melting pot centuries ago, we're more diverse today than ever before. READ MORE

Liotta: Be Generationally Savvy in the Workforce

June 19, 2012
Expect coveted young employees to ask tough questions about your CU’s unique value proposition. READ MORE

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

Pickin' and Grinnin'

January 30, 2012
This week's roundup offers some leadership nuggets and thoughts on what the sluggish economy means for members. READ MORE

Baby Boomers Less Optimistic About Retirement

August 23, 2011
Report divides boomer retirees into five segments. READ MORE

Turn Nonmembers Into Members

August 10, 2011
As banks rebound, did CUs miss the perfect opportunity to grow marketshare? READ MORE

Boomer Loyalty Has Limits

April 01, 2011
Baby boomers' needs are diverse and complex. These members can be a viable target for long-term relationships if CUs can meet their needs. 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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