Articles by Craig Sauer

Charting Your Course Through 2014

Before setting goals, be sure you hear from marketing, IT, and finance.
January 2, 2014
It's important to receive feedback from your entire staff before making plans and setting goals for the coming year.
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Ten Pearls of Wisdom for CU Marketers

Realize that changing people is near impossible.
November 20, 2013
Aim for the heart, not the head.
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Walking the Community Development Path

Freedom First FCU is transforming a community—one story at a time.
November 12, 2013
Five years ago, the credit union’s leadership team took a step back, looked around, and saw their members and communities in need.
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CU Rock Star

Empowering Employees to Serve Members

'You've got to keep yourself pumped up.'
November 8, 2013
Branch manager leads by example with high energy and empathy.
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Three Steps Toward Community Development

Opportunity exists for many credit unions to adopt the community development mission.
November 1, 2013
The goal is to build something that will last.
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Emma Smalley

The Accidental Educator

‘Many of our proposed members do not have a firm grasp on the language, much less the financial system.’
October 9, 2013
‘Many of our proposed members do not have a firm grasp on the language, much less the financial system.’
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Teri Robinson

Her Refusal to Quit Is an Inspiration

‘It took a lot of dedication to keep our founding leaders’ dreams alive.’
October 9, 2013
‘It took a lot of dedication to keep our founding leaders’ dreams alive.’
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Dick Nesvold

Steward of the Movement's Principles

'It’s not just about being bigger.'
October 9, 2013
'It’s not just about being bigger.'
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Heather Moshier

Getting Results and Enabling CUs

'The business must drive technology.'
October 9, 2013
'The business must drive technology.'
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Chad Helminak and Christopher Morris

They Sing the Songs That Make the CU World Sing

‘No one told us to start a CU band, but somewhere along the way people encouraged us to be creative and that happened.’
October 8, 2013
‘No one told us to start a CU band, but somewhere along the way people encouraged us to be creative and that happened.’
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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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