CU Data

That Daring Young Man on the Flying Trapeze

September 16, 2013
‘Risk comes from not knowing what you’re doing.’ READ MORE

Finding Hidden Treasures

September 13, 2013
‘Individual unemployment is the strongest predictor of default.’ READ MORE

Times of Plenty

September 09, 2013
How might your CU help members grow and keep their harvest? READ MORE

A Fair Analogy

August 19, 2013
We all have the responsibility to know what our function is, and to do it well READ MORE

Where Does the Time Go?

August 13, 2013
There’s a collective retirement gap among working households that ranges from $6.8 to $14 trillion depending on the financial measure. READ MORE

School Days

August 12, 2013
Rising student loan debt hinders consumers’ ability to take out mortgages. READ MORE

Focus on Members You Already Have

August 09, 2013
Eighty-five percent of members also have accounts with banks. READ MORE

CU Member Loyalty Rises at Banks’ Expense

August 02, 2013
Financial crisis triggered many consumers to move their business from banks to CUs. READ MORE

Cause for a Rebel

July 29, 2013
Sometimes it is appropriate to rebel against tried and true practices. READ MORE

'Where Did We Park?'

July 22, 2013
Unbridled enthusiasm can preempt us from laying a firm foundation for successful project implementation. 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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