Volunteers

Risk Oversight Is Top Board Priority

November 11, 2011
CU boards are under increasing pressure to practice effective risk oversight, says CUNA Mutual Group's Joette Colletts. READ MORE

Directors Go Back to School

November 01, 2011
NCUA’s financial literacy requirements are pushing credit union directors to combine the will to offer volunteer leadership with the skills required to assess financial performance. READ MORE

Are Your Volunteers Prepared?

November 01, 2011
Make sure volunteers are up-to-date on regulations and changes that may affect your CU. READ MORE

Crisis Management Requires Planning

October 06, 2011
How would your board grade itself on crisis management? READ MORE

CU Sustainability: Embrace a Shared-Value Business Model

September 16, 2011
New approach would connect CUs to the community in several new, important ways. READ MORE

NCUA Issues Five Prohibition Orders

September 15, 2011

NCUA has issued orders prohibiting five individuals from participating in the affairs of any federally insured financial institution.

READ MORE

League, CUs Helped Keep City’s Lifeline Open

September 12, 2011
One memory that has stuck with Bill Mellin for the past 10 years: Seeing the many abandoned, soot-covered cars near Ground Zero after the Sept. 11 attacks. READ MORE

A Scene Both Chaotic and Eerie

September 12, 2011
A training session brought Kim Ploof to Municipal Credit Union, located across the street from the World Trade Center, on Sept. 11, 2001. READ MORE

A Bittersweet Anniversary

September 11, 2011
"I never thought there was such evil in the world," recalls Sharon Brimmer, who worked at a CU branch in the World Trade Center’s North Tower. READ MORE

Sept. 11: Then and Now

September 09, 2011
Cool, crisp, and cloudless is how Cliff Rosenthal recalls the start of Tuesday, Sept. 11, 2001. That soon changed. 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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