Articles from our Experts in Marketing

Answer the Calls to Action

July 01, 2012
 Bring to bear the strength of the movement and act on CU issues. READ MORE

Navigate the Social Media Minefield

June 25, 2012
Adopting sound social media policies is increasingly critical to organizations of all types and sizes. READ MORE

Tip Your Hats to the ‘T-Stone’

June 13, 2012
Polling indicates that 80% of voters view credit unions favorably, compared with 69% who view banks “favorably.” READ MORE

Satisfaction From aSmarterChoice

May 01, 2012
A little more than a year ago, CUNA and the leagues cooperatively unveiled aSmarterChoice.org—a website designed to tell consumers more about CUs. READ MORE

Are You Asking the Right Questions?

April 17, 2012
These six questions will help your CU create a roadmap for targeting the Hispanic community. READ MORE

Only One Shot at a First Impression

March 12, 2012
First impressions are important. Over the years, astute observers have noted that you never get a second chance to make a first impression, and first impressions are often the most accurate. READ MORE

‘Onboarding’ Clock Is Ticking

January 13, 2012
By any measure, Bank Transfer Day must be considered a success. READ MORE

Poised for an Era of Growth

January 03, 2012
Young people of my generation had more faith in their future than a lot of young people do today. READ MORE

The Tail of Bank Transfer Day

January 02, 2012
The effects of Bank Transfer Day are likely to be long-lived for credit unions in a very positive way, if we can take advantage of it. READ MORE

 Seize the Day

December 12, 2011
It's time to spend money on marketing and business development efforts. READ MORE

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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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