Marketing

Navigate the Social Media Minefield

June 25, 2012
Adopting sound social media policies is increasingly critical to organizations of all types and sizes. READ MORE

Brogan: Facilitate Member Desire, Success, and Legacy

June 22, 2012
CUs think of banks as their competition, but really the competition is access and trust. READ MORE

Gen Y Merits Different Approach From CUs

June 20, 2012
How do you make inroads with young consumers? Give them something they can believe in. READ MORE

Service to Hispanics: Embrace the Inevitable

June 17, 2012
Hispanics now account for 26% of U.S. births. READ MORE

CU Revs Up Its Hispanic Outreach

June 17, 2012
Six-step approach leads to significant Latino membership growth. READ MORE

Six Principles of Hispanic Community Engagement

June 17, 2012
The Hispanic population has grown from 14.6 million in 1980 to 50.4 million in 2010. READ MORE

‘Stay Curious’ and Other Keys to Marketing Success

June 15, 2012
“Despite our never-ending deadlines and projects, remember to have fun and build relationships along the way.” READ MORE

Five Simple Ways to Attract Hispanic Members

June 14, 2012
As the face of the American consumer changes, is your CU ready to adapt to the financial needs of these new consumers? READ MORE

Tip Your Hats to the ‘T-Stone’

June 13, 2012
Polling indicates that 80% of voters view credit unions favorably, compared with 69% who view banks “favorably.” READ MORE

Make Every Day Bank Transfer Day

June 12, 2012
“We should write Bank of America a thank-you note for announcing those debit card fees.” 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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