CU Data

Allow Me to Introduce Myself

December 09, 2013
Talent retention remains employers’ top HR priority. READ MORE

You Go, Girl!

November 25, 2013
Nearly two-thirds of women say they are the primary breadwinner in their households. READ MORE

On Being a Greedy Reader

November 18, 2013
‘Today a reader, tomorrow a leader.’ READ MORE

The Perfect Cup of Joe

November 12, 2013
Make your CU a part of members’ daily routine. READ MORE

Live and In Concert

November 04, 2013
Attentiveness to members’ needs will result in repeated service encores. READ MORE

Get Your Kicks

November 03, 2013
‘Talent wins games, but teamwork and intelligence win championships.’ READ MORE

Don’t Get Caught By Surprise

October 21, 2013
Surprises can be good or bad. READ MORE

Twisted Vines

October 18, 2013
Doing nothing is a choice, but one that often leads to disappointing results. READ MORE

Taking the Leap

October 02, 2013
‘The line between failure and success is so fine that we scarcely know when we pass it.’ READ MORE

What’s the Point?

September 23, 2013
How can your CU help business members succeed? 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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