Human Resources

Kathryn Biddle Talks Training

August 01, 2007
Kathryn Biddle joined $245 million asset TopLine Federal in May as its training manager. READ MORE

Leadership Lessons From Doris and Dan

July 01, 2007

Twenty years ago, author Daniel Pink entered law school, following his parents' advice. But he's never practiced a day of law in his ilfe.

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Relax, Regroup, Recharge

July 01, 2007
Relax, Regroup, Recharge July 1, 2007 From fitness rooms to daycare centers to décor, facilities that factor employee needs can retain staff and boost morale. Making the case for workplace wellness isn't difficult. Credit unions that prioritize employee health and wellness, design facilities around employee needs, and offer healthy lifestyle... READ MORE

Use Human Resources to Create a Competitive Advantage

July 01, 2007
Use Human Resources to Create a Competitive Advantage July 1, 2007 America is on the cusp of a serious labor shortage. Between now and 2012, the U.S. Bureau of Labor Statistics estimates nearly 35 million Baby Boomers will retire, leaving businesses with one of the tightest labor markets in American... READ MORE

Eight Ways to Help Employees Get Fit, Healthy, and Grateful

July 01, 2007
Eight Ways to Help Employees Get Fit, Healthy, and Grateful July 1, 2007 Consider these statistics from the Industrial Physical Capability Services Inc., Hudson, Ohio: 37% of new hires were obese in 2005, compared to 29% in 2000—a 36% increase. If this trend continues, by 2010, one of two new... READ MORE

Thirteen Habits Every Manager Should Develop

June 01, 2007
Thirteen Habits Every Manager Should Develop June 1, 2007 Being successful in business requires forming good habits, says Ty Freyvogel, founder of Entrepreneurslab.com . He says developing these 13 habits will help managers eliminate problems before they arise: 1. Review all systems from top to bottom Examine what's working and... READ MORE

Health-Care Costs a Weighty Issue

May 01, 2007
Health-Care Costs a Weighty Issue May 1, 2007 By Victoria White Lennyx Corporate health-care costs continue to rise at alarming rates—double the inflation rate and four times defense spending in 2005 (the latest year data are available), according to the National Coalition on Health Care (NCHC). Employers now pay more... READ MORE

Why Don't You Target the Hispanic Market?

May 01, 2007
Why Don't You Target the Hispanic Market? May 1, 2007 By Tony Malaghan The latest U.S. Census Bureau population estimates put the U.S. Hispanic population at 42.7 million, or 14.4% of the U.S. population. This means one out of seven U.S. inhabitants are Hispanic. The Bureau projects by 2050 the... READ MORE

The Case for CU Innovation (Part II)

May 01, 2007
The Case for CU Innovation (Part II) May 1, 2007 Last month , National Association of Credit Union Service Organizations (NACUSO) CEO Tom Davis and NACUSO Board Members Lisa Renner (president/CEO of CU Holding Co. LLC and Beyond Marketing LLC, Lenexa, Kan.) and Steve French (CEO of MemberMap LLC, Cincinnati)... READ MORE

What Makes Companies Thrive? Eleven Myth-Shattering Findings

April 01, 2007
What Makes Companies Thrive? Eleven Myth-Shattering Findings April 1, 2007 Oft-cited sources of competitive advantage have little or no impact on consistent, organic growth. That was a key finding revealed in "The Road to Organic Growth: How Great Companies Consistently Grow Marketshare from Within," by Edward Hess.  Hess's research revealed... 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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