CU Data

Can Consumers Trust Their Retirement Intuition?

April 14, 2014
Confidence in retirement security grows among those with financial plans. READ MORE

Your Job Is a Work of Art

April 07, 2014
‘Curiosity serves as a trigger for innovation and invention.’ READ MORE

Start Your Auto Loan Engines

April 04, 2014
Know what lies ahead on the auto-lending horizon. READ MORE

Keep the Wolf at Bay

March 26, 2014
Become the “go to” institution for consumers. READ MORE

Home Sweet Home

March 24, 2014
Homeownership trends and the economy impact generations of consumers. READ MORE

Many Consumers Burdened by 'Debito'

March 10, 2014
Americans owe $856.9 billion on their credit cards, the third-largest source of household debt. READ MORE

CUs Benefit All Consumers

March 06, 2014
American consumers benefit to the tune of $8.5 billion due to CUs' presence in the marketplace. READ MORE

CUNA Economists See Reasons for Optimism

March 01, 2014
Bill Hampel, CUNA’s chief economist, discusses what’s behind the positive forecast. READ MORE

Fearless Leading

February 24, 2014
The days of ‘command and control’ style of leadership are over. READ MORE

Courting the Millennials

February 17, 2014
Create an emotional connection with this group. 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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