Management

Will Our Future Take Us Beyond Financial Services?

October 01, 2012
Does CUs' future rely on our ability to provide cheaper checking and lower cost mortgages? READ MORE

This Recession Is No Picnic

September 24, 2012
The recession has required all of us—employers and employees alike—to make some sacrifices. READ MORE

Where Will Your Next CEO Come From?

September 21, 2012
Limiting your search to one avenue overlooks the importance of selecting a CEO with the right combination of skills and vision. READ MORE

Demographic Shifts Provide Challenges, Opportunities

September 18, 2012
While the U.S. established its reputation as a melting pot centuries ago, we're more diverse today than ever before. READ MORE

Prepare for the Brain Drain

September 13, 2012
The average age of a CU CEO is 53.4 years. READ MORE

Secrets of Member Service Success

September 05, 2012
Each member interaction is an opportunity to learn something and leverage that knowledge. READ MORE

Succession Planning: The Urgency Builds

September 01, 2012
Approximately 10,000 baby boomers will turn 65 every day for the next 18 years, reports the Pew Research Center. READ MORE

Stretch the Boundaries

September 01, 2012
Tarrant County Credit Union CEO Lily Newfarmer is a Credit Union Hero. READ MORE

CUs Always Will Be the Smarter Choice

September 01, 2012
It seems there’s a new regulation, technology, product, or competitor every week. READ MORE

How to Deal With ‘Difficult’ Employees

August 31, 2012
Author suggests using difficult situations to create an uplifting service culture. 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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