Operations

Scenes from NACUSO 2014

April 18, 2014
Conference draws nearly 450 attendees to Lake Buena Vista, Fla. READ MORE

'A Little Predicting Goes a Long Way'

April 17, 2014
Analytical tools sift through mountains of consumer behavioral data. READ MORE

Retirees’ Longevity Takes Luster off Golden Years

April 15, 2014
‘Members need CUs today more than ever.’ READ MORE

NASCUS Chair: Regulators Should Address CUSO Function, Not Safety

April 15, 2014
‘We don’t need to regulate CUSOs, we just need to understand how they work.’ READ MORE

Jumiya: There's a Direct Link Between Health and Finances

April 08, 2014
When people are healthy, they’re less likely to have delinquencies, defaults, or bankruptcies. READ MORE

A CUSO Evolution

April 08, 2014
The growth of CUSOs has mirrored the challenges and issues CUs have faced over the years. READ MORE

Capital Plan Creates Grave Concerns

April 01, 2014
‘The clock is ticking: The comment period on this proposal expires May 28.’ READ MORE

Ready for Action After ‘Big Win’

April 01, 2014
Banks will want to turn the tables now. READ MORE

Prevent Workplace Fraud and Theft: Six Tips

March 25, 2014
Identify high-risk areas for your business and audit for violations every six to 12 months. READ MORE

Boards Take the Lead with ERM

March 21, 2014
What's the board's role in risk management? 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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