Marketing

Growing Younger

September 26, 2011
'How do we get more young people to become members?' That’s more than just the topic du jour for credit unions. It’s a strategic imperative. READ MORE

CU Promotes 'People Powered Banking'

September 21, 2011
Campaign aims to make nonmembers aware of the benefits CUs—SCE Federal Credit Union in particular—have to offer. READ MORE

Boomer Women: A Market Superpower

September 20, 2011
Despite its size, many financial institutions take the female boomer market for granted. READ MORE

Connect With Members & Prospects During Hispanic Heritage Month

September 13, 2011
CUs nationwide are discovering opportunities to participate in community celebrations. READ MORE

Is the ‘New Normal’ Really That New?

September 12, 2011
Experts predict a “new normal,” where regulations, compliance costs, and business challenges will continue to increase. READ MORE

Here Comes the 'She-Conomy'

September 11, 2011
This and other key demographic, social, economic, and technological trends have substantial implications for CUs. READ MORE

Young & Unaware

August 30, 2011
Nearly 70% of nonmembers ages 18 to 24 are “not at all familiar” with CUs—the highest level among any age group, CUNA reports. READ MORE

‘Break Up With Your Bank,’ CU Tells Members

August 26, 2011
CU aims to convince young adults to spurn higher-priced banks. READ MORE

Baby Boomers Less Optimistic About Retirement

August 23, 2011
Report divides boomer retirees into five segments. READ MORE

QR Codes Track Ad Effectiveness

August 22, 2011
The barcode-like graphics allow those viewing an advertisement to get more information about a product or service using their smart phone. 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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