Articles from our Experts in Management

Pay Plans Still Sluggish

August 08, 2011
CUNA is releasing a number of salary surveys to help you keep up with compensation trends for all CU employees from tellers to CEOs. READ MORE

Interchange: A Coda

August 08, 2011
On June 29, the Federal Reserve Board of Governors adopted its debit interchange final rule, described (by some) as "surprising" and by others as "infuriating." READ MORE

Interest-Rate Risk Scenarios

June 14, 2011
Fed-funds futures trading shows signs of short-term interest-rate increases beginning later in 2011. READ MORE

Insist On a Reasonable Immigration Compromise

June 01, 2011
So what's a CU to do? Ask its staff to become immigration enforcement officers? READ MORE

Conditions Bode Well for Passing MBL Bill

May 18, 2011
Significant political differences increase the likelihood a member business lending bill will make it through Congress. READ MORE

Trust Is a Lofty, Worthwhile, Strategic Goal

March 22, 2011
In a time when trusted icons, elected officials, and institutions fall short, people are becoming more cynical and distrusting, in general. READ MORE

A Delicate Balancing Act

March 14, 2011
CU members believe the economic recovery they’re hearing about is mostly on Wall Street, not Main Street. READ MORE

A Full Slate of Issues

March 14, 2011
CUs have emerged from some very challenging years, and the upcoming year in Congress will be as challenging as any. READ MORE

CU Advocacy: Four Issues Take Center Stage

March 08, 2011
Industry leaders face many challenges. It’s time to make your voices heard! READ MORE

An Issue That Unites and Infuriates

March 08, 2011
CUNA urges Congress to take another look at the interchange provision and its impact on smaller institutions. 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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