Human Resources

Give HR a Seat at the Leadership Table

Involve human resources leaders in strategic planning and corporate strategy.

April 10, 2014
‘Many in executive leadership have not given HR leaders the respect they deserve.’ Read More

CU Makes Staff’s Financial Wellness ‘A Core Focus’

Employees who are financially secure have less stress and are more productive.

April 08, 2014
‘Our employees recognize that we are committed to them.’ Read More

The Price of Top Talent

CUs try to retain their best and brightest without busting their budgets.

April 01, 2014
Provide clear career paths or employees will find them elsewhere. Read More

Staff's Great Service Rewarded with Great Service

United FCU's concierge service runs errands for employees, free of charge.

March 25, 2014
'I'm going home a hero and I didn't do a thing.' Read More

Address These Questions in ‘BYOD’ Policies

Adopt policies curtailing employees’ use of personal devices on secure networks.

March 24, 2014
Whether or not it’s against your credit union’s policy, at least some of your employees are using their personal devices at work. Read More

Motivate with More Than Money

Financial rewards alone often generate only short-term boosts of energy.

January 14, 2014
Nonfinancial motivators often are more effective than cash in building long-term employee engagement. Read More

Keep Key Staff

Employees with essential skills could be at risk of leaving as hiring picks up.

January 02, 2014
Consider the importance of turnover and staffing trends in your strategic planning process. Read More
Bill Vogeney

Developing Tomorrow's CU Leaders

'I like teaching and developing people.'

December 26, 2013
Three themes emerge from Bill Vogeney’s career: Service, education, and financial performance. Read More

Make Good Use of Teller Downtime

Downtime accounts for up to 30% of scheduled hours at some institutions.

November 19, 2013
Downtime accounts for up to 30% of scheduled hours at some institutions. Read More

‘Hire’ Expectations

CUNA’s new staff salary survey shows optimistic hiring and compensation plans.

November 02, 2013
'I would encourage CUs to use the full salary range for both high and low performers. It sends a strong message to both groups.' 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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