Articles by Lora Bray

Movement is Life

Help staff be happier and healthier in 2014.
February 4, 2014
One-fifth of workers plan to change jobs this year.
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Enter the Age of the ‘Industrial Internet’

How will this ‘wave of innovation’ affect members and your CU’s products and services?
January 24, 2014
‘Marriage of minds and machines’ will help information become intelligence.
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Do Consumers Understand Your Brand?

Marketing communications will be greatly influenced by technological advances and expectations this year.
January 22, 2014
Technology provides the opportunity to revive member loyalty.
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A Wealth of Opportunity

‘A wise man will make more opportunity than he finds.’
January 21, 2014
Members need CUs’ help to find sweet success in retirement.
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Ups and Downs

Sometimes we’re escalating, sometimes we’re excavating.
January 12, 2014
Home prices are rising and inventories are shrinking, but consumers are still a cautious lot by and large.
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Prepare for the Next Revolution

Waves of innovation to affect CUs, consumers in 2014.
January 6, 2014
‘I never think about the future—it comes soon enough.’
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Where Will You ‘Spend’ the Holidays?

Your CU is a reassuring source of expertise to help members manage their financial expectations.
December 24, 2013
Knowing how, why, and where consumers spend will help you help them keep their finances running smoothly.
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Allow Me to Introduce Myself

As the economy improves, more workers are looking for new employment opportunities.
December 9, 2013
Talent retention remains employers’ top HR priority.
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You Go, Girl!

In money matters, the balance of power appears to be shifting toward women.
November 25, 2013
Nearly two-thirds of women say they are the primary breadwinner in their households.
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On Being a Greedy Reader

Challenge yourself to explore unfamiliar topics.
November 18, 2013
‘Today a reader, tomorrow a leader.’
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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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