Volunteers

Optimize Your Board’s Meeting Agenda

December 01, 2010
Spend more time on strategy and less on operational matters. READ MORE

CEO Succession Plans Lacking at CUs

November 02, 2010
Survey says boards don't spend enough time preparing for succession. READ MORE

Five Strategies for a Peak-Performing Board

October 10, 2010
Your directors contribute—good or bad—to your CU’s legacy. READ MORE

'It's Not a Bailout'

September 30, 2010
It's important to correct any misperceptions about the corporate credit union and legacy asset plans. READ MORE

Raising the Board Bar

September 29, 2010
Following the calamities on Wall Street, regulators worldwide are taking a closer look at governance. READ MORE

Succession Planning: Have a Strong Bench

September 29, 2010
Many CEOs delayed retirement to steer their CUs through tough times and to replenish their recession-depleted retirement funds. READ MORE

Revisit CU Emergency Preparedness Plans

September 24, 2010
With an active hurricane season well underway, it's a good reminder for boards and CUs to revisit business continuity and disaster preparedness plans. READ MORE

Make Succession Planning a Board Priority

September 08, 2010
The consequences of not having a CEO succession plan are "myriad and not pretty," says attorney Karen Saul. READ MORE

Succession Planning

September 01, 2010
Replacing a CEO can be a lengthy process. The time to develop a CEO succession plan is before you need one. READ MORE

Volunteer Institute Helps Directors Navigate Challenging Times

August 23, 2010

In a financial world that grows in complexity with each passing day, directors need an advanced understanding of the issues affecting their credit unions.

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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