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Q&A: Mazuma CU’s Chief Culture Officer

August 28, 2012
Why is it important to foster a healthy culture? READ MORE

CUs Loosen the Salary Purse Strings

August 21, 2012
Variable pay remains a popular way to reward employees without increasing fixed costs. 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

Protect the Board's Personal Assets

August 05, 2012
Board members must understand their basic duties as directors to avoid lawsuits and protect their personal assets. READ MORE

King: CUs Are No Longer a Place

July 19, 2012
Those not prepared for the move to mobile won’t have a future. READ MORE

Avoid the Seven Deadly Sins of Internal Audit

July 12, 2012
Boards and management want an internal audit function that can help the CU attain its objectives. READ MORE

Prepare for High CEO Turnover

July 01, 2012
It's important to build a compensation structure that will maintain the executive team and provide stability during a time of transition. READ MORE

Walling Celebrates 40 Years of CU Service

June 27, 2012
Walling joined what was then the $7 million asset American Baptist CU in 1972 as assistant manager. READ MORE

Plan for Key Staff Transitions

June 22, 2012
It's important to build a compensation structure that will maintain the executive team and provide stability during a time of transition. READ MORE

Mercer: Good Isn’t Good Enough

June 20, 2012
‘We can’t play at the same level by working harder using the same techniques.' 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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