Articles from our Experts in Operations

Capital Plan Creates Grave Concerns

April 01, 2014
‘The clock is ticking: The comment period on this proposal expires May 28.’ READ MORE

Ready for Action After ‘Big Win’

April 01, 2014
Banks will want to turn the tables now. READ MORE

The Best Defense is a Good Offense

September 15, 2013
Plan now to manage ATM changes and compliance requirements. READ MORE

The End of Assessments?

September 01, 2013
The good news is that the assessment is on the low end of the projected range of 8 bp to 11 bp. READ MORE

The End Is Near!

August 01, 2013
The Fed has used this tool to purchase $40 billion in mortgagebacked securities and $45 billion in longer-term Treasury securities each month since December 2012. READ MORE

Public Debt and GDP

July 15, 2013
The pace of U.S. economic growth continues to lag long-run norms. READ MORE

Reinvigorate the Branch

June 17, 2013
As transactions migrate to online and mobile channels, CUs must determine new roles for branches and call centers. READ MORE

Most Stabilization Costs Behind Us

June 11, 2013

 The 2012 financial statements for the Temporary Corporate Stabilization Fund provide some sobering but promising information. 

READ MORE

Nontraditional Services Build Trust

May 28, 2013
'Our licensed agents are all salaried CU employees.' READ MORE

The Road to Insurance Can Get Confusing

May 26, 2013
Is this something credit unions should have in their product and service repertoire? Depends. 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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