Human Resources

Employee Retirement Plans: Learn from the Crisis

July 02, 2012
Traditional thinking about what makes a good retirement plan is being questioned. READ MORE

Advice for Tomorrow’s Leaders  

July 01, 2012
The path to excellent leadership often includes some form of executive training. Among the options for training is CUNA Management School. READ MORE

Three Steps to a Better Wellness Program

July 01, 2012
Healthier employees mean lower health-care costs—but that’s not all. There are many benefits gained from strong health programs. READ MORE

Pricer: Take Stock of Health-Care Requirements

June 28, 2012
Defined contributions will help CUs better manage their health-care costs. READ MORE

The Business Case for Employee Engagement

June 20, 2012
As more baby boomers retire, demand for talent will exceed supply. READ MORE

Train Your Brain for Happiness, Success

June 20, 2012
The three main predictors of happiness are optimism, social support, and the ability to see stress as a challenge. READ MORE

Liotta: Be Generationally Savvy in the Workforce

June 19, 2012
Expect coveted young employees to ask tough questions about your CU’s unique value proposition. READ MORE

Spotlight: Teshia Davis

June 01, 2012
Promoting wellness in the workplace reduces absenteeism, health-care costs. READ MORE

‘Do One Thing Every Day That Scares You’

May 18, 2012
Hiring disruptive people can ward off complacency and inject an organization with fresh ideas and perspectives, says management guru Tom Peters. READ MORE

What Makes an Effective CU Manager?

May 14, 2012
A new Filene Research Institute report explores what kind of employees make superlative middle managers and how credit unions can identify and promote them. 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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