Marketing

HGTV Host a Public Relations Bonanza for Michigan CU

June 19, 2013
‘We’re big into mortgages and Carter’s big into homes.’ READ MORE

'Naked Checking' Strips Away All Fees

June 10, 2013

CEO Lee Williams believes in pushing the envelope to distinguish Central Star from the competition.

READ MORE

With Prize-Based Savings, Everybody Wins

June 01, 2013
In Washington, the program generated 213 new accounts at six participating CUs in its first three weeks. READ MORE

Members ‘Like’ Calcubot

June 01, 2013
The tool gives CUs a branded social media billboard that culls daily loan rates.  READ MORE

The Time Is Right for CUs, Says Harley-Davidson Strategist

May 25, 2013
Small community-based businesses can capitalize on today’s anti-big business mindset. READ MORE

The Bottom Line About Branding

May 12, 2013
Embrace a '360 approach' to serving members. READ MORE

CU Offers Progression of Financial Education, Services

April 26, 2013
Young members can make real decisions—even mistakes—while the stakes are low and supervision is high. READ MORE

‘Get them in Early’

April 25, 2013
‘It’s never too early to learn about money.’ READ MORE

Reach and Teach Youth

April 24, 2013
Just because young consumers aren’t profitable today doesn’t mean they won’t be tomorrow. READ MORE

Nine Tips for Totally Rad Youth Programs

April 23, 2013
Educating youth in area schools is one way to fulfill the CU mission. 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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