Marketing

Embrace Differentiation and Underserved Markets

October 01, 2012
Hispanics and new Americans are in desperate need of financial relationships. READ MORE

Local By Design 

October 01, 2012
Linda Douglas, vice president of marketing, Michigan First CU, Lathrup Village, talks about her CU's success. READ MORE

Harness Members’ Social Power

October 01, 2012
Social media has become an integral part of the consumer experience, but few companies embrace it. READ MORE

Billboard Campaign Turns Heads

September 28, 2012
Seattle Metropolitan CU incorporates 'battle cry of the disenchanted' in its successful ad campaign. READ MORE

The 10 Fee Commandments

September 24, 2012
CUs everywhere are looking for new sources of income. READ MORE

Demographic Shifts Provide Challenges, Opportunities

September 18, 2012
While the U.S. established its reputation as a melting pot centuries ago, we're more diverse today than ever before. READ MORE

Big, Small, or Online: Why Do Young Adults Choose a Financial Institution?

September 17, 2012
What's a CU to do in the face of "convenience competition?" Fight back. READ MORE

Gain Social Media Traction with Members

September 10, 2012
Encourage members to share their thoughts about the CU, both good and bad. READ MORE

Why CUs Should Think Like Game Designers

August 14, 2012
If misaligned incentives and boring experiences are the enemy of traditional financial services, gamification could be our hero. READ MORE

Working Toward a Shared Vision

August 13, 2012
Most of us agree on the common values that bind us together as a movement: People helping people and people before profit. 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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