Items Tagged with 'challenges'

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Adapt to Change for Community CU Success

Q&A with a Community CU of the Year Award-winner.
March 1, 2013
Gulf Coast Community Federal CU was among four CUs awarded in 2012 by CUNA.
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Policy Makers Worldwide See the Value of Cooperatives

Cooperatives exist to improve the lives of the members they serve.
October 1, 2012
What CUs do has changed considerably over the years—but why CUs do what they do remains unchanged.
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CUs Always Will Be the Smarter Choice

While change is ever-present, some things never change.
September 1, 2012
It seems there’s a new regulation, technology, product, or competitor every week.
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Technology for What Purpose?

Make sure technology benefits your members, not just your operations.
July 13, 2012
When a CU considers automation it should ask how it will help the average person.
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2012 Governmental Affairs Conference

Amplify the CU Voice

New CUNA chairman outlines three key issues affecting CUs.
March 20, 2012
Mike Mercer prepares to fill outgoing CUNA Chairman Harriet May’s petite shoes.
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Pickin' and Grinnin'

Every position has unpleasant tasks, but they enhance the pleasant, rewarding facets of our jobs
January 30, 2012
This week's roundup offers some leadership nuggets and thoughts on what the sluggish economy means for members.
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Help Members Weather the Crisis

The financial fallout has created a ‘new normal’ for members.
June 21, 2011
Economic challenges of the past three years continue to affect CU members.
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Community CUs As Partners & Leaders

Understand your community's values to earn members' trust.
December 7, 2010
Award-winning community CUs share their strategies for success.
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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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