Operations

Are You Selling Products—Or Helping Members Achieve Their Goals?

May 14, 2013
Plumbing experiment shows the value of trusted advice. READ MORE

CUs Maintain Fee Advantage

May 13, 2013
Find the balance between member-friendly fees and your CU’s financial viability. READ MORE

Safeguarding Members From Fraud

May 11, 2013
Fraud—the intent to trick people out of their wealth—is as old as humanity. READ MORE

Hope Unhinged

May 03, 2013
'I always encourage people to be bolder.' READ MORE

Q&A with CSCU President Bob Hackney

May 01, 2013
CUs are no longer just hunkering-down and maintaining the status quo, Hackney says. READ MORE

The Evolution of an ATM Network

April 30, 2013
President/CEO Stan Hollen reflects on how the company has evolved since he took over more than seven years ago. READ MORE

Beware Fraudulent Card Applications and Account Takeovers

April 29, 2013
The end goal for card issuers is limiting losses, not limiting the number of fraud cases. READ MORE

Take My Life…Please

April 26, 2013
'Perhaps rather than telling members what not to do, we should take the difficult ones and tell them the opposite of what we want them to do.' READ MORE

The Time Is Now for Capital Reform

April 22, 2013
Credit unions want—and need—capital reform. The time is now READ MORE

Why You Shouldn’t Take Financial Advice from Justin Bieber

April 22, 2013
Many CUs use prepaid cards as a transition to mainstream products. 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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