Marketing

Internal Branding: Find Your Sweet Spot

January 24, 2013
‘Find the sweet spot between what you do well, what customers value, and what you can own over time.’ READ MORE

Give Your Best Asset—Your Members—a Voice

January 22, 2013
Social media takes steady communication, frequent availability, empathy and a sense of humor. READ MORE

Seven Steps to Better Business Development

January 15, 2013
CUs are realizing the importance business development, but aren’t sure how to approach it. READ MORE

Learn From Google Trends Data

January 14, 2013
What can Google Trends data tell credit unions about the financial services industry? READ MORE

‘Holy Smokes’ Content Equals Social Media Success

January 04, 2013
‘Do everything you can do to understand your audience.’ READ MORE

Look Outside the CU Movement for Rewards Inspiration

December 28, 2012
Nearly 90% of U.S. consumers participate in some type of rewards program. READ MORE

Killer Campaign Attracts Attention & Auto Loans

December 27, 2012
'Storytelling is an excellent way for the credit union movement to communicate its value.' READ MORE

Mind Your Social Media Manners

December 15, 2012
Social media mistakes can be excruciatingly public and long-lasting. READ MORE

Overcoming Obstacles to Serve Hispanics

November 19, 2012
Hispanics are among the nation’s fastest-growing populations, they’re largely unbanked. READ MORE

Ohio CUs Host ‘Cash Mobs’ to Support Small Business

November 10, 2012
The spotlight is on Jaime Crooks, marketing director, Ohio HealthCare FCU, Dublin. 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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