Operations

A Tale of Two Movements

February 04, 2014
As a group, small CUs face shrinking membership and loan growth. READ MORE

In Pursuit of Life, Liberty—And Balance

February 01, 2014
Risk is definitely a part of life. READ MORE

The Beauty of Being Small

January 31, 2014
Personal touch is one of the few advantages small CUs have over their larger brethren. READ MORE

CDFI Certification Helps CUs Spread Services Far and Wide

January 24, 2014
Grants help CUs develop sustainable programs for low-income members and communities. READ MORE

Home of the Second Chance: 'We Don't Judge; We Help'

January 22, 2014
'You have to fight inertia.' READ MORE

Seeking a CPI Vendor? Ask the Right Questions

January 17, 2014
Confirm how members’ information will be used and protected. READ MORE

Serving a (Really) Wide and Diverse Audience

January 15, 2014
Award-winning CU reaches far and wide to serve members from all walks of life. READ MORE

Adopt the Proper Risk Management Approach

January 10, 2014
Consider the benefits of ERM, which assesses both potential payoffs and risks. READ MORE

The Future of Small CUs

January 07, 2014
Is the end of the small CU near? READ MORE

Hooked on CUs From Day One

December 24, 2013
‘The people made it easy to get involved, learn, and grow.’ 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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