Operations

Colorado CU Presents $350,000 for Flood Victims

November 01, 2013
Elevations also facilitates CUAid grants from the National CU Foundation and has processed 150 applications. READ MORE

Understand Your Sales Culture

October 22, 2013
Creating a sales culture involves many puzzle pieces, according to “Recipes for a Sales Culture,” a white paper from the CUNA Operations, Sales & Service Council. READ MORE

Six Principles of Crisis Communication

October 18, 2013
‘Have a plan and a team that can execute it.’ READ MORE

Global Cybercrime Costs Approach $400 Billion

September 26, 2013
‘In instances of cybercrime, the weakest link is the end user.’ READ MORE

CUNA Ops Council Honors Best of the Best

September 25, 2013
Red Canoe CU and Empower FCU take top honors. READ MORE

Disaster Planning: Focus on the Most Likely Scenario

September 24, 2013
CUs should differentiate business continuity planning from disaster recovery planning. READ MORE

Service vs. Security

September 21, 2013
Take steps to thwart criminals who exploit HELOCs and wire transfers. READ MORE

Compete on Experience, Not Price

September 19, 2013
Have a clear member interaction process. READ MORE

The Best Defense is a Good Offense

September 15, 2013
Plan now to manage ATM changes and compliance requirements. READ MORE

The End of Assessments?

September 01, 2013
The good news is that the assessment is on the low end of the projected range of 8 bp to 11 bp. 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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