Human Resources

Employment Practices 'Trifecta' Fuels Litigation

May 28, 2009
By John Wallace Today’s economic realities, a record number of discrimination charges, and recent legislative changes are causing more credit unions to log time in court. As credit union leaders take important steps to manage their operations—staff reductions, benefit changes, or hiring new employees—these measures are fueling litigation more often... READ MORE

The 10 Comandments Of Meetings

May 20, 2009
James Collins For some people, the only draw to meetings is the doughnuts. Let’s begin with a little survey: Why do you attend meetings?   Because they provide opportunities for group decision making; To better coordinate between personnel on complicated projects; or Because meetings mean free doughnuts. The problem is... READ MORE

Should Big Brother Be Watching?

May 20, 2009
Judy Dahl CUs walk a fine line when disciplining employees for personal behavior. A group of credit union employees stopped at a bar after work. A scuffle with the establishment’s owner ensued, resulting in the group’s ejection. Because the employees wore shirts featuring their credit union’s logo during the skirmish,... READ MORE

He Did What? You're Fired!"

May 20, 2009
Karen Saul Pay close attention to the Supreme Court’s decision on retaliation. Title VII of the Civil Rights Act of 1964 forbids retaliation against employees reporting discrimination. The Supreme Court recently ruled that protection extends to employees who don’t initiate discrimination complaints but who divulge discrimination occurred when asked during... READ MORE

Not Business as Usual

May 20, 2009
Sharyn Alden CU CEOs deal with low morale from SEG layoffs. As recessionary layoffs continue, many credit union CEOs must do double and even triple duty. They report they’re more than managers. Sometimes they’re grief counselors and coaches. They must make a personal commitment to lead by example. CEOs describe... READ MORE

Look Beyond the Magic 8 Ball

May 20, 2009
G. Kent Streuling Uncertain times deliver tough HR answers. My Magic 8 Ball® from junior high sits on my desk. During the current unstable economy, it reminds me the answers to my questions may be different each day. Wouldn’t it be nice to see what the next 18 months have... READ MORE

Pay Discrimination Suits: The Door Widens

March 31, 2009
Karen Saul With pay discrimination, each paycheck is a new filing opportunity. The Lilly Ledbetter Fair Pay Act of 2009, the first legislation President Obama signed into law, has a retroactive effective date of May 28, 2007. It applies to all claims of discriminatory compensation pending on or after that... READ MORE

Thwart Internal Theft And Fraud

March 30, 2009
Sharyn Alden Develop and communicate strong antifraud policies and procedures. In a perfect world, all employees are honest and trustworthy at all times. This isn’t a perfect world. Technological changes and new products and services make preventing internal theft and fraud an ever-challenging endeavor, agree credit union executives. The tough... READ MORE

Disarm the Firing Squad: Nine Ways to Prepare for a Layoff-Heavy 2009

February 20, 2009
Worried about losing your job? Take action now, advises Dr. Richard Bayer, chief operating officer of The Five O’Clock Club . He advises employees to take these nine “act-now tips” to neutralize layoff fears and prepare for an uncertain employment future: 1. Get your ducks in a row Test the... READ MORE

What Do Employees Know About CUs?

February 20, 2009
What do employees know about credit unions, and how does that influence their member interactions? That was the subject of a study of 10 credit unions by the Filene Research Institute , Madison, Wis. "Employee Perceptions of Credit Unions: Implications for Member Profitability" expanded on an earlier Filene study, which... 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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