Marketing

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

Bank Transfer Day—One Year Later

November 09, 2012
From a marketing and public relations standpoint, Bank Transfer Day was a success. READ MORE

Employment Picture a Bit Fuzzy

November 01, 2012
There is good and bad news on the economy, says CUNA economist Mike Schenk. READ MORE

Improve Your Digital Convenience

November 01, 2012
Nearly 70% of nonmembers between the ages of 18 and 24 are not at all familiar with credit unions. READ MORE

What Political Parties Can Learn From CUs

October 31, 2012
Nation’s demographic shift will reshape U.S. politics—and financial services—far beyond the 2012 election cycle. READ MORE

CUs Exchange Onboarding Best Practices

October 25, 2012
The first 90 days is crucial for making or breaking a new-member relationship. READ MORE

Entering the World of Social Media

October 24, 2012
Be patient with social media. It takes time to accumulate critical mass, identify influencers, and resolve issues. READ MORE

CUs Must Speak With One Voice to a New Generation

October 19, 2012
For Gen Y, customer service no longer is king—it’s third to technology and convenience. READ MORE

Social Media Opens Door to Member Engagement

October 10, 2012
CUs aren’t close to tapping the power of social media in telling consumers what they have to offer. READ MORE

Celebrating CU Uniqueness

October 02, 2012
Three dates to circle in red on your fall calendar: Oct. 8, Oct. 18, and Nov. 5 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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