Community Service

Four Steps to a Successful Financial Education Program

April 23, 2014
SPOILER: ‘You get more hugs and people love your CU.’ READ MORE

Members 'Catch the Save Wave' During CU Youth Week

April 22, 2014
CUs encourage kids to set up savings accounts and learn how to manage money. READ MORE

Create Awareness of Your CU

April 18, 2014
‘We are not the best at creating awareness about who we are and what we do.’ READ MORE

Scenes from the 2014 CU Cherry Blossom Run

April 07, 2014
CU Miracle Day donations total nearly $500,000. READ MORE

A Fierce Collaborator

April 06, 2014
League leader works tirelessly for small CUs. READ MORE

What’s Your Financial Literacy Story?

April 03, 2014
Break out the #FinancialLiteracyMonth hashtag and tell us how you’re helping members. READ MORE

A Winning Attitude

April 01, 2014
‘We must always win for members for our organization to be successful.’ READ MORE

A Wall of Inspiration

April 01, 2014
See more inspiring Unite for Good stories and photos on display during upcoming CUNA conferences. READ MORE

A Fighter for Small CUs

April 01, 2014
‘We have to keep up the fight.’ READ MORE

A Pillar of Wisdom and Knowledge

April 01, 2014
‘We constructively work with members toward good solutions.’ 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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