Articles from our Experts in Management

Cooperatively Yours

February 15, 2012
How can CUs get involved in the International Year of Cooperatives? READ MORE

Where We’ve Been, Where We’re Going

January 01, 2012
What did CUNA accomplish last year, and where are we going in 2012? READ MORE

Meager Margins

December 12, 2011
Don't expect a turnaround until 2013. READ MORE

Immerse Staff in CU Philosophy

December 01, 2011
CUs now have tremendous opportunities to increase membership. READ MORE

New Insights on NCUA Assessments

November 14, 2011
"Consternation" is a good word to describe CUs' reaction to NCUA's corporate stabilization assessments and insurance premiums. READ MORE

Q2 Financials Inch Higher

October 10, 2011
The jobless recovery lumbers on, with incremental shifts in the economic outlook. READ MORE

CU Sustainability: Time for a Business Model Makeover?

September 18, 2011
CUs should embrace their seven founding cooperative principles. READ MORE

CU Sustainability: Embrace a Shared-Value Business Model

September 16, 2011
New approach would connect CUs to the community in several new, important ways. READ MORE

A Deficiency of Efficiency?

September 12, 2011
Most credit union decision-makers I know are a restless bunch—constantly looking for ways to improve operations and make (and keep) members happy. READ MORE

Is the ‘New Normal’ Really That New?

September 12, 2011
Experts predict a “new normal,” where regulations, compliance costs, and business challenges will continue to increase. 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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