Operations

Is Shared Branching Dead?

April 05, 2013
Shared branching expands member convenience and can boost CUs' ROI. READ MORE

Callen to Address CUNA Marketing School

April 01, 2013
Network, discuss critical issues, and learn about industry changes at CUNA’s on-site programs. READ MORE

‘Social Care’ Builds Your Brand And Improves Member Service

April 01, 2013
Good social care can set your credit union apart from your financial service competitors. READ MORE

Extend Your View and Sharpen Your Focus

March 26, 2013
In the wake of the economic crisis, ERM receives a lot of attention—and for good reason. READ MORE

Making the Most of Mergers

March 26, 2013
In the best-case scenario, the merging CUs come out better than either one was before. READ MORE

CU Security: Take an Enterprise Approach

March 18, 2013
Take a singular view of the CU’s multiple touch points. READ MORE

Service is the Problem; Technology is the Answer

March 14, 2013
Members will leave when it becomes more difficult to do business with you than to move their accounts. READ MORE

Authenticate, Don’t Irritate: Fraud Prevention Requires a Balancing Act

March 12, 2013
How do consumers perceive your security processes? READ MORE

EMV is coming to the U.S.

March 08, 2013
The EMV (Europay, MasterCard, and Visa) standard serves as the backbone for future payment technologies. READ MORE

ERM: A Measure of Certainty in Uncertain Times

March 06, 2013
Four pieces of armor will protect CUs: governance independence, analytics, board involvement, and reporting frequency. 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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