Human Resources

Cupid and the Cubicle

April 26, 2013
Up to 40% of employees admit to dating a co-worker. READ MORE

Reduce The Risk of Workplace Violence

April 15, 2013
Prudent employers are evaluating the risk of violence in the workplace. READ MORE

Arrest Employee Embezzlement

April 08, 2013
Most incidents stem from inadequate internal controls, inaccurate audits, lack of oversight, or abuse of authority. READ MORE

Build Your Workforce, 2013 Style

February 18, 2013
These recruiting trends, from ERE.net, will continue to intensify this year. READ MORE

Size Up the Power of Your People

February 08, 2013
CUs analyze reams of data daily, but many fall short when quantifying the impact of their most important resource: employees. READ MORE

Turnover Trends

February 03, 2013
CUs are rethinking their front-line staffing strategies to meet members’ changing preferences. READ MORE

Benefit Costs Shift to Staff

January 30, 2013
Communicating health-care actions can help CUs manage the impact of benefits changes. READ MORE

Staff Turnover to Rise as Economy Improves

January 15, 2013
Expect dissatisfied, stressed workers to seek job opportunities elsewhere when hiring picks up. READ MORE

CUs Grapple with Rising Benefit Costs

January 14, 2013
While wages stagnate, health insurance costs continue to rise. READ MORE

Ho, Ho—'Oh No!'

December 18, 2012
When the spirit of the season comes from a bottle, the party cleanup crew sometimes includes lawyers. READ MORE

heroes

What's Popular

Popular Stories

Recent Discussion

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.

Your Say: Who should be Credit Union Magazine's 2014 CU Hero of the Year?

View Results Poll Archive