Articles from our Experts in Management

Consumers Must Speak Up to Support CUs

November 09, 2012
CUs will be challenged to show everyone that assaulting the CU tax exemption won’t be worth it. READ MORE

This Recession Is No Picnic

September 24, 2012
The recession has required all of us—employers and employees alike—to make some sacrifices. READ MORE

Where Will Your Next CEO Come From?

September 21, 2012
Limiting your search to one avenue overlooks the importance of selecting a CEO with the right combination of skills and vision. READ MORE

CUs Always Will Be the Smarter Choice

September 01, 2012
It seems there’s a new regulation, technology, product, or competitor every week. READ MORE

How to Avoid Labor Litigation

August 31, 2012
Legal actions have exploded in recent years in both private and class-action lawsuits. READ MORE

‘Destroy and Reimagine’

June 24, 2012
CUs can avoid obsolescence and compete with larger competitors by staying true to their “bedrock” values of integrity and service, and connecting with their local communities. READ MORE

Leading From the Front

May 14, 2012
Good leaders like George Washington, Ray Crock, and Henry Ford, were successful because they led by example. READ MORE

Back on Track?

May 01, 2012
CUNA economists recently dusted off their crystal ball. The prognostications probably won’t shock you, but you might be pleasantly surprised. READ MORE

Project Management 101

April 23, 2012
For years, I was an executive at a sign manufacturing company. We specialized in massive projects—from a million-dollar scoreboard at a pro football stadium to a multistate bank branding change involving hundreds of locations. READ MORE

Recapture the Passion

April 16, 2012
Rekindling the enthusiasm our movement's pioneers had for the CU idea just might make CUs indispensable. 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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