Operations

Combine Member Information with Sound Judgment

January 06, 2013
Investing in member-centric strategies can ensure a CU’s long-term competitiveness. READ MORE

Use Extra Due Diligence for Business Loan Participations

January 01, 2013
Business loan process requires a high level of detail. READ MORE

NCUA Sues J.P. Morgan, Bear Stearns Over Faulty Securities

December 17, 2012
Legal action is the agency’s largest to date against Wall Street investment firms. READ MORE

Help Members Help Themselves

December 14, 2012
Improve organizational efficiency and free up staff time for higher-level work. READ MORE

Optimize Your Card Portfolio

December 12, 2012
Best practices for developing a modern payment program. READ MORE

A Powerful Partnership in the State Capitals

December 03, 2012
Nearly half of the members from the last Congress originally came from their state legislatures. READ MORE

Enterprise Risk Management

November 26, 2012
Comprehensive ERM training will enhance directors’ understanding of the balance sheet—and improve decision making. READ MORE

NMLS Targets Disciplinary Action Information

November 26, 2012
The NMLS offers a step-by-step explanation for completing the process—The Disciplinary Action Reference Guide. READ MORE

Fraud Liability Adds Urgency to Card Technology Changes

November 16, 2012
CUNA Mutual Group’s Ann Davidson has been preaching the need to migrate to chip technology for more than a year. READ MORE

Consumers Must Speak Up to Support CUs

November 09, 2012
CUs will be challenged to show everyone that assaulting the CU tax exemption won’t be worth it. 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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