CU Rock Stars

Selling the CU Experience

October 29, 2013
Marketing and business development are about ensuring survival. READ MORE

A Source of Innovation

October 25, 2013
Crowd sourcing ideas from CU staff leads to new breakthroughs. READ MORE

Emphasis on Education Drives Success

October 24, 2013
‘I loved the idea of using my teaching experience to help people get ahead financially.’ READ MORE

Walking in Members' Shoes

October 23, 2013
‘Everything we do or say is for the betterment of our members.’ READ MORE

The Accidental Educator

October 09, 2013
‘Many of our proposed members do not have a firm grasp on the language, much less the financial system.’ READ MORE

Her Refusal to Quit Is an Inspiration

October 09, 2013
‘It took a lot of dedication to keep our founding leaders’ dreams alive.’ READ MORE

Enthusiasm + Education = Enduring Results

October 09, 2013
‘We make classes available to anyone who asks.’ READ MORE

Intellectual Curiosity Trumps Insularity

October 09, 2013
Venturing outside your comfort zone is key to discovering new ideas. READ MORE

Steward of the Movement's Principles

October 09, 2013
'It’s not just about being bigger.' READ MORE

Getting Results and Enabling CUs

October 09, 2013
'The business must drive technology.' 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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