Items Tagged with 'E-Scan'

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Bouncing Back After the Recession

CUs’ top planning strategies include proactive lending and mobile banking.
June 27, 2013
Think proactively and commit the appropriate resources to mobile banking, payments, and security.
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CUNA Releases New E-Scan

Strategic planning tool is the most complete and reliable source of CU data.
June 11, 2013
With a suite of products to help with year-round strategic planning, CUNA has the tools and resources you need.
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Make Room for New HR Tools

From co-working to social recruiting, technology is enhancing human resources.
August 16, 2012
Get ready to add cloud computing, mobile aps, and social media platforms to your CU’s HR technology line-up.
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Trusted Research for CU Planning

Rely on E-Scan resources to guide your CU’s decisions this entire year.
September 6, 2011
With constant changes in the economy, strategic planning has become much more than an annual event.
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Six Insights That Might Keep You Up at Night

CUNA's E-Scan report is full of insights, revelations, and snarly comments.
November 19, 2010
CUNA's E-Scan report is full of insights, revelations, and snarly comments.
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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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