Management

Spotlight: Larry Wilson

November 01, 2008
Spotlight: Larry Wilson November 1, 2008 Who: Larry Wilson What: President/CEO Where: Coastal FCU , Raleigh, N.C. The biggest challenge facing Coastal FCU Three major income drivers are under pressure in our declining economy:   Auto loans. Our automobile financing program generates about one-third of our gross revenue and represents... READ MORE

How Recruiters Shed Light on Executives' Character

November 01, 2008
How Recruiters Shed Light on Executives' Character November 1, 2008 By Dean Bare As corporate America shuffles through the wake of the Enron, Adelphia, and HealthSouth scandals, the issue of "character" now is on the minds of boards of directors, shareholders, and employees as companies seek senior-level executives. While not... READ MORE

Retain Top Talent: Lessons from India and China

October 01, 2008
Retain Top Talent: Lessons from India and China October 1, 2008 By Mickey Matthews Business now is conducted in a global village where the practices are as varied as the cultures. While the differences often are subtle, they're all united by a single purpose: find and retain the best people... READ MORE

Spotlight: Glenn Strebe

October 01, 2008
Spotlight: Glenn Strebe October 1, 2008 Who: Glenn Strebe What: President/CEO Where: Air Academy FCU , Colorado Springs, Colo.   First job and what I learned from it   As a busboy at Bonanza Sirloin Pit in Minot, N.D., I learned that every person, regardless of position, plays a vital... READ MORE

Search Consultant Calling? It's a Compliment

October 01, 2008
Search Consultant Calling? It's a Compliment October 1, 2008 By Steve B. Watson The next time you get a call from an executive search consultant, take it as a compliment. Don't tell this individual you're not interested or that you'll call back with no intention of doing so. Regard the... READ MORE

CU Hero: John Herrera

September 01, 2008
CU Hero: John Herrera September 1, 2008 Not long ago, Hispanics in Durham, N.C., were locked out of the mainstream financial system. The language barrier made it impossible for them to set up accounts at local English-only-speaking banks. And by keeping their hard-earned money in cash, they became prime targets... READ MORE

Don't Underestimate the Negative Impact of Change

September 01, 2008
Don't Underestimate the Negative Impact of Change September 1, 2008 By Vicky Franchino The old maxim, "change is the only constant," has been all too true for credit unions over the past decade. Mergers, technological advances, the sales culture implementations, and the ongoing struggle to stay competitive in a highly... READ MORE

Does Your CU Need a Project Management Office?

September 01, 2008
Does Your CU Need a Project Management Office? September 1, 2008 By Thomas B. Clark, Ph.D. Most companies today must execute a continuing stream of strategic and highly complex projects such as new product implementations, construction or major facilities, marketing campaigns, mergers, and special events. Any given company may have... READ MORE

Fear and Loathing at the Water Cooler

September 01, 2008
Fear and Loathing at the Water Cooler September 1, 2008 By Morrie Shechtman As U.S. workers face news about the "economic downturn," two types of behaviors are sweeping through workplaces: Some people are quietly withdrawing —to their offices, breakrooms, behind computers—seeking safety from any kind of interaction or inquiry. They're... READ MORE

Farber: Don't Be a Leadership 'Poser'

August 01, 2008
Farber: Don't Be a Leadership 'Poser' August 1, 2008 By Bill Merrick Have you "shifted a paradigm" lately? "Empowered" someone, perhaps? If you've tossed around such chestnuts without changing your actions, you're a leadership poser—someone who wears the "leader" label without truly being one. Shame on you. So said Steve... 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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