Book Reviews

Gladwell’s ‘Tipping Point’ Radically Altered Our Thinking

June 23, 2013
Controversial author's book probes the mysterious forces behind social trends, ideas, and epidemics. READ MORE

‘The Spark’—An Inside Look at Cirque du Soleil’s Creative Process

June 14, 2013
There’s no single formula for creative success—each of us must unlock the power of our imagination in our own way. READ MORE

‘Hearts of Courage’

March 29, 2013

The story of how four people—one with a credit union connection—survived a horrific plane crash in the Alaskan wilderness caused one to exclaim, “The age of miracles is not yet past!”

READ MORE

Best Business Books of 2012: Biographies

December 13, 2012
Among the top business biographies of 2012 are profiles of three icons: Dwight Eisenhower, Steve Jobs, and Clarence Birdseye. READ MORE

'The Thank You Economy'

December 02, 2012
Are you grateful for your members’ business? Then say so! READ MORE

'Book Review Title' Template

September 11, 2012
Words. READ MORE

'The Upside of Irrationality'

July 19, 2012
The irrational nature of our motivations can have strong implications for work and business success. READ MORE

'The Happiness Advantage'

May 18, 2012
Happiness is the greatest competitive advantage in the modern economy, says author Shawn Achor. READ MORE

'The Little Big Things'

April 26, 2012
From business and management guru, Tom Peters, "The Little Big Things" is a rousing call-to-arms to American business to get "back to the basics" of running a successful enterprise. 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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