Operations

Market the Debit Difference

July 16, 2013
Improved data analytics and segmentation tools give credit unions the ability to identify and target member segments with relevant offers. READ MORE

Public Debt and GDP

July 15, 2013
The pace of U.S. economic growth continues to lag long-run norms. READ MORE

Emerging Loss Trends Threaten CUs' Financial Health

July 08, 2013
CUs are becoming more susceptible to emerging loss exposures, according to CUNA Mutual Group's Roger Nettie. READ MORE

Debit Boosts Revenue, Cuts Costs

July 05, 2013
Despite regulatory changes that have slowed debit card use, financial institutions stand to gain by prioritizing their programs. READ MORE

Strong Membership Growth Continues at CUs

June 21, 2013
Momentum from Bank Transfer Day continues. READ MORE

Federation Receives Grant for Shared Banking Platform

June 17, 2013
Federation also receives $125,000 award for leadership program. READ MORE

Small CUs Seek Ways to Work Together

June 17, 2013
"As each CU disappeared we said, ‘soon, we will be next.' ’’ READ MORE

It’s Spring: Do You Know Where Your Flood Zones Are?

June 17, 2013
Don’t assume a property’s flood zone status can’t change. READ MORE

Reinvigorate the Branch

June 17, 2013
As transactions migrate to online and mobile channels, CUs must determine new roles for branches and call centers. READ MORE

Reach the Underserved

June 13, 2013
The quality of your offerings is irrelevant if you don’t get them in front of those who need them. 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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