Items Tagged with 'managers'

ARTICLES

Leading Edge

Do Managers Matter?

Good managers increase job satisfaction and employee retention.
September 8, 2013
They can also benefited the organization as a whole.
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Succession Planning: The Urgency Builds

As baby boomers begin to retire, CUs will see turnover at all levels.
September 1, 2012
Approximately 10,000 baby boomers will turn 65 every day for the next 18 years, reports the Pew Research Center.
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Boost Returns on Your Human Capital

New performance-management and appraisal tools help CUs find staff with the right skills.
August 13, 2012
Hiring, training, developing, and compensating employees accounts for 53% of expenditures at most companies.
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Three Must-Have Leadership Traits—and How to Use Them

There’s a talent war on the horizon for skilled managers.
August 1, 2012
Look for three key personality traits when identifying and enabling high-performing mid-level managers.
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What Makes an Effective CU Manager?

A new report explores what kind of employees make the best middle managers.
May 14, 2012
A new Filene Research Institute report explores what kind of employees make superlative middle managers and how credit unions can identify and promote them.
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I’m Not an FTE

There’s often a deeper meaning behind job applicants’ responses.
October 13, 2011
Lately I've been interviewing job candidates and the air has been full of buzzwords.
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Do Employees Have a 'Voice' at Your CU?

Effective leaders must seek out ideas from all organizational levels.
August 19, 2010
Groundbreaking research shows formal reporting mechanisms at CUs aren't effective ways to bring ideas to senior leaders.
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Do Employees Have a 'Voice' at Your CU?

July 26, 2010
Groundbreaking research shows formal reporting mechanisms at CUs aren't effective ways to bring ideas to senior leaders.
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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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