Marketing

Teach Early and Often

April 01, 2013
Redwood CU retains 80% of its young members after they leave for college. READ MORE

‘Put On Your Strategic Hat’

April 01, 2013
‘Plant the tree now that people will sit under in 20 years.’ READ MORE

Crisis Communications: What to do when ‘Stuff’ Happens

March 27, 2013
Crisis communications is a dialogue, not a monologue. READ MORE

Highlights from Anaheim

March 26, 2013
Nearly 500 people are attending the 20th Annual CUNA Marketing & Business Development Council Conference. READ MORE

Diamond Awards

March 26, 2013
Premier CU marketing award ceremony to be held tonight. READ MORE

Best Brands Built on Ideals

March 26, 2013
Great brands aspire to change peoples’ lives—and they benefit by doing so. READ MORE

Attract and Educate Youth

March 26, 2013
Financial education can turn young consumers into lifelong members. READ MORE

Scenes from the CUNA Marketing Conference

March 25, 2013
The 20th annual conference runs March 24-27. READ MORE

‘We’ve Got to Jump Forward’

March 25, 2013
Young adults have one commonality: Their use of technology. READ MORE

Follow the Laws of Branding

March 25, 2013
Smart CUs don’t push products; they promote their brands. READ MORE

heroes

What's Popular

Popular Stories

Recent Discussion

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.

Your Say: Who should be Credit Union Magazine's 2014 CU Hero of the Year?

View Results Poll Archive