Articles by Bill Cheney

Cooking Up Success at GAC

The GAC’s ‘big voice’ is delivering results.
April 11, 2011
CUs work best when they work together—unified toward common goals
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An Issue That Unites and Infuriates

Interchange is a troublesome challenge for CUs.
March 8, 2011
CUNA urges Congress to take another look at the interchange provision and its impact on smaller institutions.
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We Have a Big Job Ahead of Us

The 112th Congress is dramatically different than its predecessor.
February 27, 2011
The 112th Congress is dramatically different than its predecessor.
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Our Message to Congress

CUNA and CUs share legislative priorities with members of the new Congress.
February 14, 2011
CUNA President/CEO Bill Cheney explains the importance of building political capital.
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Setting Priorities For the New Year

CUNA is committed to providing the leadership CUs want.
January 18, 2011
CUNA President/CEO Bill Cheney outlines priorities for the year ahead.
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Our Record-Setting Election Effort

CUNA stood with friends, win or lose, regardless of their political affiliation.
December 13, 2010
CUNA President/CEO Bill Cheney analyzes CUNA's involvement in the midterm elections.
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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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