Marketing

Follow the Laws of Branding

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

Meet the Needs of Evolving Member Households

March 21, 2013
Statistics outlined in a new U.S. Census report have far-reaching implications for CU membership growth and marketing strategies. READ MORE

Olympia Beer Fans Get Carded

March 18, 2013
The “Oly Gold” card taps into Olympia’s strong regional identity, which made it a Hollywood product placement hit in the 1960s and ’70s. READ MORE

Improve the Member Experience: Three Steps

March 14, 2013
Adapt to your customers' needs, reward those who are loyal to you, and don't just listen to their complaints—address them. READ MORE

Social Media Skeptics Harder to Find

March 12, 2013
Social media has evolved into an increasingly important avenue for marketing interactions. READ MORE

Socializing with Gen Y

March 10, 2013
Gen Yers are nothing like their predecessors. READ MORE

Mobile Apps or Bust

March 01, 2013
Three questions to answer before starting the development of your mobile app. READ MORE

Extreme Makeover, CU Style

February 20, 2013
While mobile services have taken off, the branch still plays an important member service role. READ MORE

Culture Club: California CU Immerses Staff in Hispanics’ Language, Customs

February 18, 2013
Hispanics comprise 20% of the total membership at Travis CU, the dividend from an eight-year effort to appeal to the community. READ MORE

Latino CU Visionary Leaves Legacy

February 15, 2013
Coopera Founder Warren Morrow connected CUs’ need for growth with Latino communities’ need for dignified financial services. 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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