Items Tagged with 'goals'

ARTICLES

‘Failure Isn’t Fatal’ and Other Lessons in Innovation

Encourage and reward those who take smart risks.
October 21, 2013
"A lot of times, people don’t know what they want until you show it to them," says Amplify FCU CEO Paul Trylko.
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Are You Selling Products—Or Helping Members Achieve Their Goals?

Investment programs help members achieve their goals and dreams.
May 14, 2013
Plumbing experiment shows the value of trusted advice.
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A Research-Rich Summer

Help is on the way for your strategic planning team.
July 1, 2011
Projecting future financial services trends isn't for the meek.
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Spotlight: Rick Wieczorek

CUs can be ‘a far larger part of the financial industry landscape.’
May 17, 2011
Rick Wieczorek, president/CEO, Mid-Atlantic FCU, says CU leaders need to "aggressively listen" to members and employees.
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What's Your Plan?

A good IT plan not only supports your strategic goals, but is part of them.
October 25, 2010
Technology plans are like politicians: short on substance, long on prose, and unlikely to do what they're supposed to do.
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CUs Need Credible Leaders

Your leadership is the foundation for trust, employee engagement, and your CU's success.
September 1, 2010
One of the best antidotes to organizational ills is credible leadership.
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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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