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The Five Secrets You Must Discover Before You Die

June 20, 2012
A visit with tribal elders in Tanzania led John Izzo to a revelation that changed his life and led to a best-selling book. READ MORE

Cheney: Look to the Future With a Common Purpose

June 19, 2012
Don’t let others define what CUs are and what they should be, CUNA's CEO urged ACUC attendees Monday. READ MORE

Stop Talking and Start Doing

June 19, 2012
Focus on the small things, advises management guru Tom Peters. Tiny touches can have a huge payoff. READ MORE

Four Steps to Successful Succession

June 05, 2012
In effective succession plans, two main elements work together: executive development and incentives. READ MORE

‘Do One Thing Every Day That Scares You’

May 18, 2012
Hiring disruptive people can ward off complacency and inject an organization with fresh ideas and perspectives, says management guru Tom Peters. READ MORE

Peters: It’s Good to be the Little Guy

May 17, 2012
“I tell retailers if you’re local and you can’t beat the hell out of Walmart, there’s something wrong with you.” READ MORE

‘Reward Excellent Failure, Punish Mediocre Success’

May 16, 2012
CUNA President/CEO Bill Cheney visits with the man Inc. magazine recently named the “Red Bull of management thinkers.” READ MORE

Include ‘Golden Handcuffs’ with Succession Plans

May 12, 2012
Build ‘bench strength’ so your CU has a top-notch CEO in waiting. READ MORE

Monitor Risks as Employees Use Social Media

May 11, 2012
Fewer than 30% of large organizations will block employee access to social media sites by 2014, according to Gartner. That’s compared with 50% just two years ago. READ MORE

Set Reasonable Expectations for Your Board Chairman

May 08, 2012
We’re constantly sorted into different roles, and this categorization helps us know our place in the world. 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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