Community Service

Veridian CU, CUNA Mutual Group Fund Youth Leadership Program

August 09, 2013
Program results in higher academic achievement and fewer discipline problems. READ MORE

CU Staff Go Above and Beyond

August 08, 2013
CU employees save a family's vacation and use social media to connect a member with $1,000 left in a New York restaurant. READ MORE

‘Doc’ Heins: A Visionary Leader

July 21, 2013
He served as CUNA Mutual’s president/CEO from 1988 to 1995. READ MORE

CUs Pull Together to Help Oklahoma Tornado Victims

July 10, 2013
Influx of support reminds Tinker FCU's Matthew Stratton that credit unions are a "close-knit community." READ MORE

Three Great Initiatives for CUs

July 10, 2013
Our challenge is to be heard— loud and clear. READ MORE

Looking for Rock Stars

July 01, 2013
If you know a Credit Union Rock Star, tell us about him or her. READ MORE

Serving Low-Income Populations Requires Innovation

June 17, 2013
Low-income consumers need relief from payday lenders, more public and private investment, and greater access to mainstream financial products and services. READ MORE

Why Financial Empowerment Matters

June 14, 2013
Combining workforce development with financial counseling can prevent people from needing additional government help. READ MORE

How to Build Community Partners

June 14, 2013
Cooperation was a central theme of the Federation’s 2013 Annual Conference in Baltimore. READ MORE

Prepare for the ‘Tidal Shift’ Shaping Financial Services

June 13, 2013
Mobile services, hybrid cards help lenders serve underbanked consumers. 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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