Management

Make Members’ (Financial) Dreams Come True

September 09, 2013
When it comes to fostering a sales and service culture, who better to study than the Walt Disney Company? READ MORE

Do Managers Matter?

September 08, 2013
They can also benefited the organization as a whole. READ MORE

CUNA Launches Round Two Of ‘Don't Tax’ Campaign

September 06, 2013
CUNA has planned a number of initiatives in September to keep the 'Don't Tax My CU' message before Congress. READ MORE

Scenes from League Staff Orientation

August 29, 2013
'We can't succeed without you.' READ MORE

Five Ways to Take Advantage of Health-Care Reform

August 26, 2013
Health-care exchanges will allow CUs to maintain quality benefit programs while expanding options for employees. READ MORE

Inflation Growth is a Mixed Bag

August 22, 2013
Will unseasonably high first-quarter loan growth be sustainable? READ MORE

New Interchange Developments: What You Need to Know

August 22, 2013
District court’s decision to invalidate debit interchange fee rule compounds Durbin’s negative consequences. READ MORE

Staff Scheduling: 'Err On the Side of Flexibilty'

August 19, 2013
Taylor CU's Debbie Woods prefers to relax some of the hardships she encountered as she raised a family while pursuing a career. READ MORE

Employee Engagement Takes Teamwork

August 19, 2013
Ask employees five questions to generate participation, determine goals, and encourage ownership. READ MORE

Scenes from Connections 2013

August 14, 2013
Harland clients gather for educational sessions, valuable content, networking opportunities, and industry speakers. 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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