CU Data

Four Hands, 88 Keys

December 04, 2012
Consider the value of your partnerships, and realize it takes two to succeed. READ MORE

What's on Your Menu?

November 24, 2012
Your members are both hungry and curious. What will you serve them? READ MORE

The Dream Job

November 12, 2012
We may not find immediate gratification as we walk our career paths, but it’s important to set goals and fuel our passions as we go. READ MORE

Falling Off the Fiscal Cliff

November 11, 2012
The aftermath of last year’s debt ceiling impasse in Congress will be $100 billion in automatic spending cuts. READ MORE

Don't Throw Members Under the Bus

November 05, 2012
Good customer service requires genuine empathy, compassion, information, timeliness, and a desire to assist. READ MORE

Employment Picture a Bit Fuzzy

November 01, 2012
There is good and bad news on the economy, says CUNA economist Mike Schenk. READ MORE

A Horror Story

October 29, 2012
To stand a ghost of a chance in today’s marketplace, the use of social media is critical. READ MORE

Go to the Head of the Class

October 15, 2012
A recent class reunion reveals former classmates’ vast differences. READ MORE

It’s a Piece of Cake!

October 08, 2012
Think about how you reposition products or services to accommodate consumers. READ MORE

The Tiny Little Voice

October 01, 2012
How often does acumen help us make good business decisions for our members and coworkers? 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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