Articles by Brian Branch

CUNA GAC 2014

A Golden Opportunity Awaits

Our mission is the financial empowerment of members.
February 23, 2014
Our mission is the financial empowerment of members.
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GAC 2013

Building and Defending Our Global Community

When we knock at the door, the standard setters invite us to the table.
February 13, 2013
As a global community with shared values, CUs have the opportunity to learn from each other and the power to speak with one voice.
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CUs Worldwide Share Common Operating and Member-Service Challenges

No matter where you are in the world, it’s all about access, convenience, and member service.
October 1, 2012
Since the global financial crisis and worldwide recession, CUs everywhere face similar issues.
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 WOCCU 101: Our Passion Is the Member

New CEO reflects on the organization’s 40 years of learning and growing.
October 24, 2011
This year, as we celebrate 40 years of WOCCU, what are the lessons we have learned?
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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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