ARTICLES

Motivate with More Than Money

Financial rewards alone often generate only short-term boosts of energy.
January 14, 2014
Nonfinancial motivators often are more effective than cash in building long-term employee engagement.
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Keep Key Staff

Employees with essential skills could be at risk of leaving as hiring picks up.
January 2, 2014
Consider the importance of turnover and staffing trends in your strategic planning process.
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Bill Vogeney

Developing Tomorrow's CU Leaders

'I like teaching and developing people.'
December 26, 2013
Three themes emerge from Bill Vogeney’s career: Service, education, and financial performance.
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Hooked on CUs From Day One

‘The people made it easy to get involved, learn, and grow.’
December 24, 2013
‘The people made it easy to get involved, learn, and grow.’
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New Conference Kindles Cooperative Spirit

'CUs can make a huge difference in the lives of people struggling to keep up.'
November 26, 2013
'CUs can make a huge difference in the lives of people struggling to keep up.'
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CU Rock Star

Emphasis on Education Drives Success

Effective financial education creates savvy consumers.
October 24, 2013
‘I loved the idea of using my teaching experience to help people get ahead financially.’
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Jenni Paramore

Enthusiasm + Education = Enduring Results

‘We make classes available to anyone who asks.’
October 9, 2013
‘We make classes available to anyone who asks.’
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Sarah Dale Harmon

Social Media 'Spokester' Speaks From the Heart

‘I don’t have to “sell” anything to members—I just have to be honest with them.’
October 8, 2013
‘I don’t have to “sell” anything to members—I just have to be honest with them.’
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Pam Finch

From Auditor to Advocate

Her CU mission is bring strategy and finance together.
October 8, 2013
Her CU mission is bring strategy and finance together.
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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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