Operations

Boards Take the Lead with ERM

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

At Freedom First CU, People 'Bank for Good'

March 11, 2014
'Serving people of modest means is hard-coded in our bylaws.' READ MORE

Mitigating Cyberfraud Risk

March 07, 2014
To mitigate risk following a breach, credit unions should take these steps. READ MORE

Revealing the Target Breach Costs

March 01, 2014
Since news of the target breach, CUNA has focused on answering key questions. READ MORE

VIDEO: CSCU Talks EMV at GAC

February 25, 2014
Card processer educates CUs on importance of card technology change. READ MORE

VIDEO: Exhibit Tells Story of Payments

February 25, 2014
The history of payments is a story of constant change. READ MORE

What Issues Will You Stress When You Hike the Hill?

February 23, 2014
GAC attendees to advise Congressional reps about key CU issues during meetings this week. READ MORE

Safety in Patterns

February 21, 2014
Biometrics delivers on two critical consumer expectations: convenience and security. READ MORE

Three Fundamentals of Data Security

February 17, 2014
‘Transform staff from your biggest security weakness to your biggest security strength.’ READ MORE

Four Security Predictions for 2014

February 11, 2014
Plan for increased 'hactivism.' 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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