Management

A Tailored Benefits Strategy Can Control Costs

April 30, 2013
'Identify your top performers and your key employees, and make sure you keep them happy.' READ MORE

Five Steps to Become ‘Super Productive’

April 19, 2013
Consider five strategies to eliminate waste and boost productivity. READ MORE

Communication Key in Controlling Expenses

April 17, 2013
This runs counter to the stereotype of the CFO who hides in an office, emerging only to growl at co-workers who seek to spend money in unexpected ways. READ MORE

Help Employees Rediscover Their Mojo

April 15, 2013
'We try to instill the concept that we're a learning organization, and that it's better to ask than to make a mistake.' READ MORE

Leverage Disruptive Technologies—or be Leveled by Them

April 10, 2013
‘Think outside the old banking box,’ economist urges CUs. READ MORE

Regulations We’d Rather Not See

April 07, 2013
These are the regulations that make credit union CEOs as neurotic as hypercaffeinated squirrels. READ MORE

Do Less and Get More

April 06, 2013
The art of subtraction can lead to more innovative approaches and products. READ MORE

A Man of Integrity

April 01, 2013
His handshake was as good as a contract. READ MORE

Supplemental Capital Would Benefit CUs, Local Communities

April 01, 2013
Deposits keep flowing into CUs due to consumers’ flight to safety. READ MORE

Making the Most of Mergers

March 26, 2013
In the best-case scenario, the merging CUs come out better than either one was before. 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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