Management

CUNA Hopes Election Day Victories Will Advance Legislative Priorities

November 19, 2012
National MBL Hike the Hill scheduled for Nov. 27-28. READ MORE

Report to Subscribers

November 18, 2012
As we continue to refine our electronic delivery channels, please let us know how we’re doing and how we can improve. READ MORE

CU Industry at the Tipping Point

November 09, 2012
CUs need a growing number of channels to connect with their members. READ MORE

Consumers Must Speak Up to Support CUs

November 09, 2012
CUs will be challenged to show everyone that assaulting the CU tax exemption won’t be worth it. READ MORE

Lending and the Economy: Right Direction, Wrong Speed

November 08, 2012
Pent-up demand, recovering housing market bode well for auto loans and mortgages. READ MORE

Scenes from the Community CU & Growth Conference

November 02, 2012
CUs may behave like cooperatives, but they should brag more about being cooperatives. READ MORE

‘If You’re Not at the Table You’re on the Menu’

October 26, 2012
CUs face “crisis of creeping complexity” in regulations. READ MORE

Live an Inspired and Inspiring Life

October 25, 2012
Employees perform better when they’re inspired, not motivated. READ MORE

CU Progress(ing)

October 23, 2012
Filene Research Institute’s archives provide a few hints as to where the credit union system stands today. READ MORE

Membership@Work

October 19, 2012
Membership benefits include legislative, political, and regulatory advocacy. 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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