Operations

Mobile Offers Opportunities, Threats

October 01, 2012
How big are those risks? It’s hard to tell. READ MORE

CUFX: Bringing It All Together

October 01, 2012
Spearheaded by the CUNA Technology Council, CUFX is actively supported by more than 40 credit unions and vendors. READ MORE

Time to Transform the 'Face' of CUs

October 01, 2012
How can CUs leverage their strengths to compete in today’s marketplace and continue to thrive in the future? READ MORE

Social Engineers Target Service Staff

September 26, 2012
High-tech countermeasures do little to prevent a CU’s employees from succumbing to social engineering. READ MORE

Business Intelligence: Hard Facts for Performance Improvement

September 25, 2012
Use business intelligence to identify shortcomings in your most fundamental activities. READ MORE

‘Cut Through the Noise’ With Cloud Computing, Data Backup

September 19, 2012
CUs’ and members’ growing reliance on technology requires vendors with proven expertise and scalability. READ MORE

Big, Small, or Online: Why Do Young Adults Choose a Financial Institution?

September 17, 2012
What's a CU to do in the face of "convenience competition?" Fight back. READ MORE

FBI Warns of New ‘Drive-By’ Virus

September 11, 2012
“Drive-by malware” installs itself when users click on a compromised website. READ MORE

Mobile Devices Present Workplace Risks

September 04, 2012
The convenience of mobile devices comes with a down side—significant security risks. READ MORE

Position Staff to Identify Industry Disruptors

September 01, 2012
Expanding the number of executives in your strategic discussions should help credit unions identify internal or industry-disrupting changes ahead. 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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