Articles from our Experts in Operations

Take My Life…Please

April 26, 2013
'Perhaps rather than telling members what not to do, we should take the difficult ones and tell them the opposite of what we want them to do.' READ MORE

The Time Is Now for Capital Reform

April 22, 2013
Credit unions want—and need—capital reform. The time is now READ MORE

A Powerful Partnership in the State Capitals

December 03, 2012
Nearly half of the members from the last Congress originally came from their state legislatures. READ MORE

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

Employment Picture a Bit Fuzzy

November 01, 2012
There is good and bad news on the economy, says CUNA economist Mike Schenk. READ MORE

Latest Reports Indicate Slower Recovery

August 20, 2012
While the economic recovery likely will remain on track, CUNA’s economists now expect marginally slower economic growth. READ MORE

Care About the Rule-Making Process

July 02, 2012
Proposed rules are important to follow in this compliance environment. READ MORE

A Pause or a Reversal?

July 01, 2012
There is concern that the economy will stall in mid-2012 as it did the previous two years, at least in terms of job growth. READ MORE

Answer the Calls to Action

July 01, 2012
 Bring to bear the strength of the movement and act on CU issues. READ MORE

CU Assets Hit $1 Trillion Mark

June 01, 2012
In March 2012, the credit union movement’s total assets reached $1 trillion for the first time in history. 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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