Articles Tagged with 'unions'

Commit to Your Community

February 24, 2014
Board chair shares stories about the CU difference. READ MORE

'Never Been More Optimistic'

February 24, 2014
Cheney welcomes more than 4,400 attendees to the GAC. READ MORE

A Golden Opportunity Awaits

February 23, 2014
Our mission is the financial empowerment of members. READ MORE

‘Our Mission is to Protect CUs’

February 13, 2014
The education process with policy makers begins right here in Washington at the GAC. READ MORE

Trust and Competence Grow Membership

February 10, 2014
Trust is earned over time through consistency in words and actions. READ MORE

A Tale of Two Movements

February 04, 2014
As a group, small CUs face shrinking membership and loan growth. READ MORE

Gentile: Continue to Tell the CU Story

January 02, 2014
‘Do the right thing for members all the time.’ READ MORE

A Look Ahead with Bob Trunzo

December 26, 2013
‘When you listen to your customer you do the right thing.’ READ MORE

McCormack: ‘Keep It a Movement’

December 23, 2013
Retiring PCUA CEO urges colleagues to involve young people. READ MORE

‘Not My Thing’ Turns Into Lifelong Career

December 11, 2013
‘Never lose sight of your mission,’ South Carolina CU League CEO advises. 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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