Management

Five Insights from the Filene Research Institute

March 21, 2013
Did you know the average American household has the same house for only seven years? READ MORE

Why CUs Are Vital

March 19, 2013
Making local decisions that support member needs is part of our DNA. READ MORE

What Does It Take to be a Great Community CU?

March 09, 2013
Q&A with award-winning community CUs about what it takes to be a great community credit union. READ MORE

IRS Rules Complicate Compensation Reporting Requirements

March 08, 2013
The CU movement must maintain its reputation for reasonable and transparent executive compensation. READ MORE

Adapt to Change for Community CU Success

March 01, 2013
Gulf Coast Community Federal CU was among four CUs awarded in 2012 by CUNA. READ MORE

A Lifetime of Achievement

February 24, 2013
Craig has been a leader, advocate, and teacher in the CU movement for decades. READ MORE

A Tireless Advocate

February 24, 2013
Hubert Hoosman, CEO of Vantage CU, has been a tireless advocate for CU philosophy for more than 30 years. READ MORE

Legislative, CU Leaders to Address NLCUP Event During GAC

February 18, 2013
Reps. Holmes Norton, Gallego will speak to professionals dedicated to serving the nation’s Latino communities. READ MORE

Reps. King, Sherman Introduce Supplemental Capital Bill

February 14, 2013
Bill provides recognition that ‘capital is king’ at financial institutions. READ MORE

GAC Attracts Heavy Hitters

February 13, 2013
'This is our opportunity to educate and enlighten members of Congress about the value of CUs.’ 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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