Human Resources

My Top 5 Takeaways from the CUNA HR/TD Conference

May 18, 2011
Make sure your conference takeaways are brought back to the office—and not left in the trunk of your car. READ MORE

Overworked & Understaffed

April 01, 2011
Welcome to the post-recession workplace. READ MORE

Nursing Mother Rule Is a Smart Retention Tool

April 01, 2011
All employers covered by the Fair Labor Standards Act must provide lactation breaks. READ MORE

Manage the Changing Employee Benefits Landscape

March 14, 2011
From a compliance perspective, 2010 brought some of the most sweeping changes for health and welfare plans we’ve seen in decades. READ MORE

Prepare for Health-Care Changes

March 11, 2011
Several key provisions of the health-care reform law will go into effect this year. READ MORE

Create a Successful Virtual Team: Six Lessons

February 17, 2011
The office of the future might not be an office at all. READ MORE

Fed Action May Affect Benefit Costs

February 01, 2011
Additional defined benefit plan funding may be warranted if corporate bond yields drop. READ MORE

Here Comes GINA

January 31, 2011
Act prohibits the use of genetic information in employment decisions. READ MORE

Cultivate Future Leaders

January 01, 2011
Build working relationships with the 20-somethings who'll be future supervisors. READ MORE

Employment Simulations

December 01, 2010
They're the hot new trend in credit union hiring. 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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