Articles from our Experts in Operations

Excess Liquidity Opportunities and Pitfalls

June 23, 2011
It's easy to get overwhelmed by the time required to choose a quality security. So what can a CU do with excess liquidity? READ MORE

Decisioning in Action

April 25, 2011
Even a 10% improvement in decision quality will boost the bottom line. READ MORE

Here's a Resolution You Can Keep

January 24, 2011
The federal government gave every working person a 2% raise. Use it wisely. READ MORE

On My Mind: Behind the Scenes

January 09, 2011
Our goal is to be relevant and vital to you—our readers. READ MORE

Embrace a Culture of Continuous Improvement

September 13, 2010
Reduce costs and improve quality by implementing a Six Sigma program. READ MORE

Beggs Reports Positive Auto Market Trends

August 13, 2010

Auto valuation experts feel more positively about the overall auto sales market due to recent upward adjustments in pricing.

READ MORE

Is That A Chip Over Your Shoulder?

March 30, 2009
Chip is fast becoming the global standard for credit card security—except in the U.S. In the early 1990s, I was part of the working team that developed and rolled out the “EMV” standards for chip cards. EMV is the industry abbreviation for the consortium of three companies—Europay International,... 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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