Operations

Scenes from the Community CU & Growth Conference

November 02, 2012
CUs may behave like cooperatives, but they should brag more about being cooperatives. READ MORE

Employment Picture a Bit Fuzzy

November 01, 2012
There is good and bad news on the economy, says CUNA economist Mike Schenk. READ MORE

NCUA Activates Disaster Relief Policy and Hotline in Sandy’s Wake

October 30, 2012
FCUs may provide assistance to other CUs, their members, and nonmembers in affected areas under certain conditions. READ MORE

Community CU Award Winners Embody Ideals of the Movement

October 29, 2012
Taking top honors were First Community CU, 1st MidAmerica CU, Gulf Coast Community FCU, and Dakotaland FCU, Huron, S.D. READ MORE

Entering the World of Social Media

October 24, 2012
Be patient with social media. It takes time to accumulate critical mass, identify influencers, and resolve issues. READ MORE

How Can CUs and Small Businesses Fight Check Fraud?

October 23, 2012
Organizations may be losing as much as 5% of their annual revenues due to fraud. READ MORE

Bank Transfer Day: One Year Later

October 17, 2012
The movement has seen some very good membership numbers since November 2011. READ MORE

Tech Gap Between Members and CUs Is Widening

October 16, 2012
The fact that the average age of CU members isn’t coming down is indicative of this widening technology gap. READ MORE

Are CUs Using Their Ultimate Competitive Advantage?

October 01, 2012
Does the cooperative model offer real advantages when compared with the stock bank model? READ MORE

Mortgage Fraud Advisory

October 01, 2012
No single red flag will be definitive proof of fraudulent activity. 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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