CU Rock Stars

Filling Canoes for the Community

October 07, 2013
'We have canoes in city halls. We have canoes in local malls. We have canoes in the libraries...' READ MORE

Young Professional Lives Out Her Passion for Lifelong Learning

October 07, 2013
'From the time children receive their first payment from the tooth fairy, proper money management is a lifelong skill.' READ MORE

A Lion for the Low Income

October 07, 2013
'I absolutely fell in love with the credit union philosophy of people helping people.’ READ MORE

Inner Fire Fuels Desire to Serve Others

October 02, 2013

‘When you’re hungry, nothing else matters.’

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The Nerf of Some People!

October 02, 2013

‘Consistent monthly huddles’ keep staff on track.

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A Heart for Service

October 02, 2013
‘We’ve created an interdependency between the CU and community stakeholders.’ READ MORE

Much More than a Paycheck

October 02, 2013
‘The league is part of my life.’ READ MORE

A Beloved Rule Bender Named ‘Rokmom’

October 02, 2013
‘Credit scores don’t tell the story you need to hear.’ READ MORE

In Constant Pursuit of Good Design

October 02, 2013
‘It’s ok to positively disrupt the system.’ READ MORE

Once a Coach, Always a Coach

October 02, 2013
‘Make sure there’s a strong vision of what could be.’ 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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