ARTICLES

On My Mind

Let’s Honor Our Heroes

Those who exemplify CU philosophy inspire and motivate us all.
April 4, 2014
Help us decide who’ll be the next CU Hero of the Year.
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Off the Record

What’s Your Financial Literacy Story?

Ongoing education and social responsibility are the drivers of financial empowerment.
April 3, 2014
Break out the #FinancialLiteracyMonth hashtag and tell us how you’re helping members.
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Off the Record

Be in the Game!

In the world of payments, be a trendsetter, not a trend follower.
March 12, 2014
Don’t hide on the sidelines or allow other providers to muscle you out of the way.
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On My Mind

Let’s Tell Our Story

If we fail to tell the CU story, others gladly will. But what are they saying?
March 7, 2014
There’s no sound—no story—until it’s told.
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A New Payments Paradigm

Where will CUs fit in this new era of service delivery?
March 5, 2014
Mobile payments reached $1 billion in 2013 and are expected to explode to $58 billion by the end of 2017.
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Responding to Innovation is Key

CUs can learn a lesson from their cooperative cousins down under.
March 1, 2014
Ultimately, success lies in a financial institution’s ability to be nimble and respond quickly to innovation.
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Wesenberg: Seize Opportunities for Advocacy

Outgoing CUNA chair reflects on ‘fabulous experience’ as board’s leader.
February 20, 2014
Help legislators understand the real CU difference.
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Off The Record

Do You Feel the Payments Love?

Mobile aps, Big Data, and new payment solutions are changing the financial services landscape.
February 17, 2014
Each day, more Americans are smitten not by Cupid’s arrow but by their smartphones.
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Special Report: Data Security Part II

Three Fundamentals of Data Security

People want to perform their jobs securely, but they don’t always know how.
February 17, 2014
‘Transform staff from your biggest security weakness to your biggest security strength.’
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Special Report: Data Security Part I

How Will the Target Data Breach Play Out?

Attack heightened security awareness for millions of consumers.
February 6, 2014
‘Everyone is looking for the silver bullet fix.’
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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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