Human Resources

Keep Talented Young Employees: Part II

July 01, 2008
Keep Talented Young Employees: Part II July 1, 2008 Want to keep talented young employees? Don't be stingy with workplace flexibility, variety, and recognition for a job well done, says members of Madison, Wis.-based Filene Research Institute's 30 Under 30 Group . Other workplace priorities for the next generation of... READ MORE

Good Behavior by Decree

July 01, 2008
Good Behavior by Decree July 1, 2008 You can legislate good behavior among employees, says Quint Studer, author of " Results That Last : Hardwiring Behaviors That Will Take Your Company to the Top." Managers can do so by developing a "standards of behavior" contract and requiring everyone from the... READ MORE

Welcome, Amigos

June 01, 2008
Welcome, Amigos June 1, 2008 By Tony Malaghan Never underestimate the benefits of welcoming your credit union's new members, especially those of Hispanic descent. Whether your credit union uses letters, welcome packets, e-mails, phone calls, or a combination of strategies, welcoming efforts form the foundation of successful long-term relationships. New-member... READ MORE

Young CU Professionals Seek Respect

June 01, 2008
Young CU Professionals Seek Respect June 1, 2008 With apologies to Aretha Franklin: R-E-S-P-E-C-T is what young credit union professionals seek from thee. So say members of Madison, Wis.-based Filene Research Institute's 30 Under 30 Group and Minnesota Young Credit Union Professionals (MYCUP), a networking group of credit union professionals... READ MORE

Manage Excessive Workplace Anxiety

June 01, 2008
Manage Excessive Workplace Anxiety June 1, 2008 Leaders' No. 1 job? Helping their organizations manage excessive, chronic anxiety says Jeffrey Miler, author of "The Anxious Organization, 2nd Edition: Why Smart Companies Do Dumb Things." Doing so means "ensuring that employees operate on principles rather than emotions," he says. "When people... READ MORE

Beware the Accidental Saboteur

March 01, 2008
Beware the Accidental Saboteur March 1, 2008 Most organizations—even vibrant ones operating with little noticeable dysfunction—are filled with saboteurs, according to Quint Studer. Employees at every level do small, seemingly insignificant things to sabotage their own success, he says. "Even the best leaders and the most dedicated, hardworking employees do... READ MORE

Recruit the Best With Compensation: 12 Tips

March 01, 2008
Recruit the Best With Compensation: 12 Tips March 1, 2008 By Jeff and Linda Russell Compensation is a key human resource (HR) strategy credit unions can use to attract and retain qualified staff, according to "The Role of Compensation in Recruiting & Retaining Credit Union Staff," a white paper from... READ MORE

Hire for the Best Results

February 01, 2008
Hire for the Best Results February 1, 2008 By Joseph T. Sefcik We all say we hire for the best result, but is that always the case? When was the last time a "real change" was made to improve the results of your hiring process? Often, what we consider as... READ MORE

Benefit Prefunding May Offset Costs

January 01, 2008
Benefit Prefunding May Offset Costs January 1, 2008 By John Moreno Recent National Credit Union Administration (NCUA) regulations and subsequent clarifying opinion letters may slow rising benefit costs by allowing federally chartered credit unions to prefund future benefit obligations using normally nonpermissable investment vehicles. The most widespread example of this... READ MORE

Judy McCartney on Leadership

December 01, 2007
Judy McCartney on Leadership December 1, 2007 A new life chapter awaits Judy McCartney, president/CEO, Orange County's Credit Union , Santa Ana, Calif., as she retires Jan. 1, 2008, following nearly four decades in the credit union movement. In recent years, she graciously shared her time and experience by serving... 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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