Volunteers

CUs Can Expect Economic Tailwinds

December 05, 2013
With 2014 right around the corner, CU executives are wondering what’s in store for the economy. READ MORE

Gentile to Head Massachusetts CU League

December 02, 2013
Former New Jersey CU League CEO will succeed Dan Egan. READ MORE

Five Types of Board Members To Avoid

November 19, 2013
A bad director or three can break the board. READ MORE

More CEOs Receiving Variable Pay

November 03, 2013
Nearly three-fourths of CU CEOs earned incentive compensation in 2012. READ MORE

‘Failure Isn’t Fatal’ and Other Lessons in Innovation

October 21, 2013
"A lot of times, people don’t know what they want until you show it to them," says Amplify FCU CEO Paul Trylko. READ MORE

Involve the Board in Technology Planning

October 18, 2013
Is your CU making the most of technology? READ MORE

Online ‘Don’t Tax My CU’ Rally to be Held Today

October 02, 2013
Members nationwide will show support for CUs. READ MORE

No More Summer Slowdown in D.C.

October 01, 2013
CUNA will remain in the thick of any interchange developments, supporting credit union interests. READ MORE

Al George, a ‘Lifetime CU Volunteer,’ Dies

October 01, 2013
'He’ll be missed by us all.' READ MORE

Heath: Corporate Decision-Making ‘Seriously Flawed’

September 23, 2013
Don’t engage in ‘narrow framing.’ 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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