Articles by Jennifer Garrett

CUs Lend Members a Hand

When the economy went down, CUs stepped up.
March 8, 2013
Aside from being the right thing to do, helping members during difficult times builds loyalty—and loyalty builds strong CUs.
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CU Hero

The Teller Who Rose to the Top

She now works to keep her CU ahead of the competition.
February 18, 2013
Anabela Pereira was a 19-year-old teller when she first started working at Pioneer Valley CU.
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CUs Grapple with Rising Benefit Costs

Is CUs’ ‘employee-friendly’ image being eroded by smaller, pricier benefit packages?
January 14, 2013
While wages stagnate, health insurance costs continue to rise.
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Overcoming Obstacles to Serve Hispanics

Many CUs hesitate to reach out to Hispanics due to misinformation, myths, and misunderstanding.
November 19, 2012
Hispanics are among the nation’s fastest-growing populations, they’re largely unbanked.
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Best Practices in CU Websites

Your newest branch is virtual, and your website is the front door.
May 1, 2012
Your newest branch is virtual, and your website is the front door.
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Mobile Banking Security

Consumers love the convenience, but security issues are making them nervous.
November 14, 2011
Mobile banking might be on the verge of widespread consumer acceptance, but can financial institutions meet consumers’ security expectations?
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Compensation Caution

CUs continue to be cautious with their salary, benefits, and hiring strategies.
August 9, 2011
CUs are in a holding pattern regarding wages, benefits, and hiring.
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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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