Marketing

‘NCUA-Safe’ Reaches More Than 150 Million Consumers

April 05, 2011
The “NCUA-Safe” campaign has reached more than 150 million consumers. READ MORE

Boomer Loyalty Has Limits

April 01, 2011
Baby boomers' needs are diverse and complex. These members can be a viable target for long-term relationships if CUs can meet their needs. READ MORE

Eight Tenets of Successful Business Development

March 28, 2011
Who's responsible for business development? Everyone at the CU. READ MORE

Scenes from the CUNA Marketing Council Conference

March 25, 2011
Speakers addressed everything from innovation to connecting with members online. READ MORE

Eight Steps to Affordable Innovation

March 23, 2011
Innovation doesn't require vast resources—but it requires people to start somewhere. READ MORE

Council Honors Top Marketers

March 22, 2011
Amy McGraw (left), Joye Cox, and Brynn Ammon are lauded for their marketing and business development prowess. READ MORE

Want Market Share? Build ‘Mind Share’

March 21, 2011
It’s more important than ever for CU brands to capture members’ heads, hearts, trust, and loyalty. READ MORE

CUs Should Embrace Their ‘Bags Fly Free’ Moment

March 18, 2011
Former beer monolith Anheuser-Busch's takeover by a Belgian beer company serves as a cautionary tale for CUs. READ MORE

Marketers Do Well By Doing Good

March 16, 2011
Loan recapture promotions and other efforts boost loan volume and help members save money. READ MORE

‘Looch’ Helps CU Connect With Members

March 14, 2011
Social media campaign raises NMTW CCU's profile. 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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