Community Service

CU Hero: Last Chance to Vote!

April 15, 2012
You've nominated these four leaders as your CU Heroes and read about their accomplishments in the magazine. Now it's time to select the 2012 CU Hero of the Year. READ MORE

Tower FCU Supports Local Children’s Hospital

March 28, 2012
CU employees challenged each other to sell the most paper hearts. READ MORE

Columbia CU Makes Life Better Through Learning

March 16, 2012
'Members are amazed their CU would help them with their finances instead of trying to sell them a loan.' READ MORE

Maxwell Winners Honor Duty to Serve

March 16, 2012
This year’s Dora Maxwell Social Responsibility Community Service Award winners demonstrate outstanding social responsibility projects in their communities. READ MORE

Herring Winners Dedicated to Education

March 15, 2012
This year’s Louise Herring Philosophy-in-Action Member Service award winners have demonstrated a dedication to improving members’ financial health. READ MORE

Cooperative Financial Leadership in the Lone Star State

March 15, 2012
Texas Trust CU has earned a reputation as a dedicated community partner. READ MORE

Goldmark FCU a Haven for Hounds

March 14, 2012
Animal Ambassador program helps local animal shelters find homes for wayward pets. READ MORE

Members Grateful for Tennessee ECU

March 06, 2012
Sherrie Brooks, CEO of $17 million asset Tennessee Employees CU in Nashville, shares two poignant letters from members in need. READ MORE

Boulder Valley CU Wins Lifetime Achievement Award

March 06, 2012
The award recognizes Boulder Valley CU’s philosophical commitment to supplementing classroom education with hands-on learning. READ MORE

Share Your Story

March 01, 2012
It’s the International Year of Cooperatives—the perfect time for CUs to share how they improve the lives of members and the communities they serve. 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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