Marketing

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

CU Sees Rise of Asian Americans

August 10, 2012
Asian Americans are the nation’s highest-income, best-educated racial group, research center reports. READ MORE

Keep Up With Gen Y Trends

August 08, 2012
Gen Y can be a lucrative market in ways previous generations weren’t. READ MORE

Align Marketing and Compliance

August 02, 2012
Well-intentioned marketers sometimes make mistakes that can have drastic consequences. READ MORE

Nine Top Online Marketing Resources

July 30, 2012
Multiple online components, from websites to new scanning technology, fill out the marketer's tool kit. READ MORE

CFPB Outlines Card Marketing Guidelines

July 25, 2012
Banks' high-pressure tactics’ on credit card add-on products lead to CFPB’s first enforcement action. READ MORE

What’s in a Name?

July 12, 2012
Nearly 70% of nonmembers ages 18 to 24 are “not at all familiar” with credit unions. And nearly 80% of consumers in that age group don’t know if they’re eligible to join. READ MORE

Answer the Calls to Action

July 01, 2012
 Bring to bear the strength of the movement and act on CU issues. READ MORE

Young & Hyperconnected

July 01, 2012
The hyperconnected lifestyle of today’s teens and young adults leaves technology experts evenly split about its long-term effect, according to a Pew Research Center’s Internet & American Life Project and Elon University’s Imagining the Internet Center study. 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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