Training

My Top 5 Takeaways from the CUNA HR/TD Conference

May 18, 2011
Make sure your conference takeaways are brought back to the office—and not left in the trunk of your car. READ MORE

Compliance Matters: SAFE Act Training

March 14, 2011
Registry open for mortgage originators. READ MORE

Cultivate Future Leaders

January 01, 2011
Build working relationships with the 20-somethings who'll be future supervisors. READ MORE

'Staff Up' to Meet Compliance Burden

January 01, 2011
Compliance staff must be involved in all significant business initiatives early on. READ MORE

Red Canoe CU Reinvents its Sales Culture

November 12, 2010
Reinventing sales at every level of the credit union has delivered impressive financial results. READ MORE

Manage Training From Start to Finish

May 26, 2010

Web-based training services help you manage training from start to finish.

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Cut Marketing & Training? Are you Crazy?

January 28, 2010
By Sean McDonald Times are tough, money is tight, and your credit union needs to tighten the purse strings. That reality is expressed, discussed, and lamented. Then something else happens… Management starts to discuss budget cuts and, unfortunately for those of us in marketing and training, tells us our budgets... READ MORE

Training: Develop a Formal Needs Analysis

October 27, 2009
One tool to gauge whether your credit union’s staff training programs are on the mark is the training needs analysis (TNA), according to “Conducting a Training Needs Analysis for Your Credit Union,” a new white paper from the CUNA Human Resources/Training & Development Council . Such an analysis can help... READ MORE

Make TNA Part of Training

October 23, 2009
How can credit unions know whether their staff training programs are on the mark? By conducting a training needs analysis (TNA) to determine what employees need to learn to effectively perform their jobs. So says “Conducting a Training Needs Analysis for Your Credit Union,” a new white paper from the... READ MORE

Reward Star Performers

August 25, 2009
CUs turn to nonmonetary rewards during times of budgetary restraint. 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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