Marketing

Poised for an Era of Growth

January 03, 2012
Young people of my generation had more faith in their future than a lot of young people do today. READ MORE

The Tail of Bank Transfer Day

January 02, 2012
The effects of Bank Transfer Day are likely to be long-lived for credit unions in a very positive way, if we can take advantage of it. READ MORE

In Search of Gen Y

December 30, 2011
Attracting the next generation of members requires interacting on their terms and on their turf. READ MORE

QR Codes: Passing Fad or Brilliant Marketing Tool?

December 23, 2011
Somehow, the best marketing tool of the online era is still flying under the radar of many small businesses. READ MORE

Anyone Fed Up With Banks?

December 22, 2011
In the first weeks following banks’ announcements of their infamous debit card fees, more consumers joined CUs than joined during all of 2010. READ MORE

 Seize the Day

December 12, 2011
It's time to spend money on marketing and business development efforts. READ MORE

‘It’s Not Me, It’s You’

December 11, 2011
The Facebook-fueled Bank Transfer Day convinced thousands of consumers to break off their bank relationships and move on. READ MORE

Social Media’s Role in Crisis Management

November 22, 2011
Your CU’s reputation isn’t determined only by information you “push” to members. It also depends on their reactions. READ MORE

Gen Y: ‘Go Where They Are’

November 21, 2011
Generation Y wants to bank on its own terms, says Public Service CU's Andre Iervolino. READ MORE

CU Offers Cure for ‘Bankitis’

November 18, 2011
Innovative Public Service CU campaign targets Gen Y members. 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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