Human Resources

Salary Freeze Continues to Thaw

October 17, 2013
When we were headed into a deep, dark recession about five years ago, many CUs reacted by freezing salaries. READ MORE

Prefunded Plans Help Defray Rising Benefit Costs

September 16, 2013
Since 1999, health-care premiums have nearly tripled, according to the Kaiser/HRET Health Benefits Survey. READ MORE

Five Ways to Take Advantage of Health-Care Reform

August 26, 2013
Health-care exchanges will allow CUs to maintain quality benefit programs while expanding options for employees. READ MORE

The Myth of Work-Life Balance

August 18, 2013
‘It’s about picking and choosing, depending on the stage of life you’re in.’ READ MORE

Employees’ Opinions Create Change at Grow Financial FCU

August 05, 2013
To improve internal communications, CEO Bob Fisher hired a PR specialist and created a video studio that produces regular updates. READ MORE

Creative Fire Can Propel CUs to Greatness

July 17, 2013
Leaders must inspire and acknowledge employees. READ MORE

Keep Generations X, Y, and Zoomers Happy

July 07, 2013
‘We need to invest in coaching, not judging,’ advises Cheryl Cran. READ MORE

Grant: Don’t Give Until it Hurts

July 05, 2013
Those who help others succeed often go far in the workplace. READ MORE

Tackle Benefit Costs From a Different Angle

June 09, 2013
Use investment returns to prefund employee benefits. READ MORE

'Tolerate Failure'

May 13, 2013
Most ideas in your CU will never see the light of day, primarily due to a lack of accountability and/or feedback. 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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