Articles from our Experts in Management

Is a Battle Brewing?

February 21, 2011
Deficit-reduction efforts could threaten CUs' tax exemption. READ MORE

Passing the Torch

February 08, 2011
Mentoring is the key to passing vision and values to future CU leaders. READ MORE

On the Mend

January 31, 2011
Growing signs point to a strengthening recovery in 2011. READ MORE

Setting Priorities For the New Year

January 18, 2011
CUNA President/CEO Bill Cheney outlines priorities for the year ahead. READ MORE

The Power of Political Outreach

January 18, 2011

A new landscape demands renewed grassroots activism.

READ MORE

Don't Fight the Fed

January 01, 2011
The Fed believes QE2 is a necessary condition to support a fragile recovery, and a way to prevent disinflation from becoming deflation. READ MORE

Beyond Expectations

January 01, 2011

Give members a reason to beat a path to your door.

READ MORE

Our Record-Setting Election Effort

December 13, 2010
CUNA President/CEO Bill Cheney analyzes CUNA's involvement in the midterm elections. READ MORE

Housing's Shaky Foundation

December 07, 2010
Looking for the bottom in the housing market? Don’t hold your breath. READ MORE

Will We Double-Dip?

November 10, 2010
There are two sides to the debate. Are you a double-dipper or a recoverian? 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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