Human Resources

Executive Compensation: Waiting for a Rebound

September 09, 2011
When compensation does rebound, CU executives can expect greater regulatory accountability. READ MORE

Battle Workplace Bullying

August 24, 2011
This year, legislatures in at least 11 states, from New York to Washington, are considering legislation to prohibit bullying in the workplace. READ MORE

Compensation Caution

August 09, 2011
CUs are in a holding pattern regarding wages, benefits, and hiring. READ MORE

 Five Ways to Build Your Reputation

August 01, 2011
Reputation isn't about how we see ourselves and our work, but how others see us. READ MORE

Profile: Kimberly Woollard, Grow Financial FCU

July 15, 2011
A commitment to diversity can give CUs a competitive edge, HR executive says. READ MORE

Benefits: Consider the ‘Human’ in Human Capital

July 14, 2011
Human capital management acknowledges that employees aren’t all the same. READ MORE

Health-Care Reform Landscape Taking Shape

July 01, 2011
‘Play or pay’ penalties will likely have the most influence on whether or not CUs offer health-care benefits to employees. READ MORE

Reduce Retaliation Risk

June 27, 2011
As employee claims increase, so do management responsibilities. READ MORE

Pink: Embrace Three Principles of Motivation

June 21, 2011
Give employees more autonomy and let them come up with their own creative solutions. READ MORE

Educate Staff on SCRA Provisions

June 02, 2011
Develop detailed procedures to assist staff in handling questions about the Servicemembers Civil Relief Act. 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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