Operations

Help Members Navigate Investment Waters

July 24, 2012
Members crave unbiased information from an institution they trust. READ MORE

Four Simple Rules for Balance Sheet Management

July 16, 2012
Large balances sitting in Fed funds have amounted to a painful and mistaken bet on rising interest rates. READ MORE

Don’t Let Severe Weather Rain on Your Loan Portfolio

July 06, 2012
Ultimately, CUs want to do more than protect their own assets during storm season. READ MORE

Speed is the Key to Beating New Account Fraud

July 03, 2012
It takes financial institutions 151 days, on average, to detect a fraud occurrence. READ MORE

Care About the Rule-Making Process

July 02, 2012
Proposed rules are important to follow in this compliance environment. READ MORE

Fee or Free

July 01, 2012
Credit unions benefited from the bankers’ misstep on fees, garnering hundreds of thousands of new members. READ MORE

A Pause or a Reversal?

July 01, 2012
There is concern that the economy will stall in mid-2012 as it did the previous two years, at least in terms of job growth. READ MORE

Answer the Calls to Action

July 01, 2012
 Bring to bear the strength of the movement and act on CU issues. READ MORE

Nine Elements of a High-Performance Board Meeting

July 01, 2012
Immediate assessment is among the important features of effective meetings. READ MORE

Advice for Tomorrow’s Leaders  

July 01, 2012
The path to excellent leadership often includes some form of executive training. Among the options for training is CUNA Management School. 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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