Operations

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

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

Best of the Best

September 01, 2012
This is our first annual compilation of award-winning credit unions. READ MORE

Enterprise Risk Management Is a Culture, Not a Project

August 23, 2012
ERM is a set of processes designed to create a culture of proactive identification, measurement, and management of risks. READ MORE

Latest Reports Indicate Slower Recovery

August 20, 2012
While the economic recovery likely will remain on track, CUNA’s economists now expect marginally slower economic growth. READ MORE

Far More CUs Than Banks Offer Free Checking

August 15, 2012
Interest-bearing checking accounts at banks often come with staggering minimum balance requirements. READ MORE

Explore Alternative Revenue Sources

August 06, 2012
CUs develop service strategies that boost the bottom line, further their mission, and deepen member relationships. READ MORE

A Merger of Equals

August 01, 2012
Mergers of credit unions, especially those of relatively equal size, can be difficult because the partners often struggle with leadership, governance, and cultural issues.

READ MORE

Highlights From CUNA’s ACUC

August 01, 2012
The state of the credit union industry is outstanding, says CUNA President/CEO Bill Cheney. READ MORE

Kick the Tires on Your Interest-Rate Risk Model

July 31, 2012
Just like maintaining a vehicle, CUs should review their interest-rate risk models to determine whether current assumptions are appropriate. 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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