Human Resources

Wellness Programs Combat Rising Health-Care Costs

April 30, 2012
Health and wellness programs are on the rise thanks to the the many benefits they offer both employees and employers. READ MORE

No CU Is Immune From Employee Dishonesty

April 27, 2012
Many boards aren’t prepared for the financial and reputational impact of embezzlement. Whether your CU is large or small, employee dishonesty doesn't discriminate. READ MORE

Health-Care Law Changing CUs’ Coverage

April 23, 2012
Health-care insurance exchanges will continue to move forward regardless of the Supreme Court’s decision on the constitutionality of the health-care act. READ MORE

Secrets You Must Discover Before You Die

April 18, 2012
Author and speaker Dr. John Izzo channels wisdom into personal and professional happiness. READ MORE

Use Social Media Wisely

April 16, 2012
Failure to clearly outline the CU’s social media use expectations through a written policy can significantly increase risk. READ MORE

Multitasking Employees

April 01, 2012
The Great Recession left indelible marks on nearly all aspects of CU operations—and staff. READ MORE

Six Jobs You Won't Recognize in 10 Years

April 01, 2012
The evolution in CU jobs is driven by a host of factors, including technology, member preferences, costs, and competition. READ MORE

The Four C’s of Employee Engagement

March 29, 2012
Help human resources staff engage employees in their benefits. READ MORE

USERRA Honors Servicemembers

March 11, 2012
Do you have employees who must leave work for two or three weeks each year as part of their training as members of the U.S. Army Reserve? READ MORE

The True Cost of Poor Workforce Utilization

February 10, 2012
Relying too heavily on tellers to perform administrative tasks can reduce their productivity in other important measures. 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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