Human Resources

How to Avoid Labor Litigation

August 31, 2012
Legal actions have exploded in recent years in both private and class-action lawsuits. READ MORE

 New Challenges Require New Leadership

August 20, 2012
Today’s constantly changing business environment calls for a different type of leadership. READ MORE

Bring HR Policies in Line With New Guidance

August 20, 2012
Take five steps to bring your employment practices in line with Equal Employment Opportunity Commission guidance. READ MORE

Recruit, Retain, & Protect Employees with Voluntary Benefits

August 17, 2012
Convey the significance of voluntary benefits while educating staff on core offerings. READ MORE

Make Room for New HR Tools

August 16, 2012
Get ready to add cloud computing, mobile aps, and social media platforms to your CU’s HR technology line-up. READ MORE

The Dreaded Job Interview

August 13, 2012
Basically, treat candidates the way you’d like to be treated. READ MORE

Post-Recession Staffing Strategies

August 13, 2012
Credit unions are looking at staffing differently these days because of the challenging economy and changing technology. READ MORE

Creative Compensation Packages

August 06, 2012
If you look hard enough, you can find some good news on credit union compensation trends. But you have to look pretty hard. READ MORE

Three Must-Have Leadership Traits—and How to Use Them

August 01, 2012
Look for three key personality traits when identifying and enabling high-performing mid-level managers. READ MORE

Keep Staff Informed and Involved

July 24, 2012
There’s a disconnect between employees and their employers, costing the economy billions of dollars in lost productivity annually. 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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