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Time Is Right for a ‘CU Constitutional Convention’

October 01, 2012
Our shared spirit of cooperation can be the key success factor for global financial health. READ MORE

Remember Our Roots and Stretch Further

October 01, 2012
The CU movement’s founders would salute us for keeping the dream alive, but would remind us our work is not yet done. READ MORE

Policy Makers Worldwide See the Value of Cooperatives

October 01, 2012
What CUs do has changed considerably over the years—but why CUs do what they do remains unchanged. READ MORE

Can the Movement Reach for a Common Vision?

October 01, 2012
People are turning to CUs for value, great service, and a sense of community—and CUs continue to deliver. READ MORE

Where Will Your Next CEO Come From?

September 21, 2012
Limiting your search to one avenue overlooks the importance of selecting a CEO with the right combination of skills and vision. READ MORE

Demographic Shifts Provide Challenges, Opportunities

September 18, 2012
While the U.S. established its reputation as a melting pot centuries ago, we're more diverse today than ever before. READ MORE

Directors Must Evolve With Their CUs

September 14, 2012
As your CU's business model changes, so must board governance. READ MORE

Prepare for the Brain Drain

September 13, 2012
The average age of a CU CEO is 53.4 years. READ MORE

CUs Search for the Next Generation of Board Members

September 01, 2012
CUs will find it hard to compete in the future without new blood on the board. READ MORE

What Makes a Healthy Corporate Culture?

August 29, 2012
Signs of a healthy culture include high morale, high productivity, organizational clarity, and minimal politics. 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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