Community Service

'Good Morning America' Highlights N.J. CU's Good Works

July 21, 2010
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ABC’s “Good Morning America” show featured a New Jersey credit union that helped a local couple with debt troubles save tens of thousands of dollars by refinancing their auto and mortgage loans, and consolidating their credit card debt.

The segment, hosted by Good Morning America consumer reporter Elisabeth Leamy, is part of her series on helping consumers “save big.”

The program featured the staff and on-location shots at McGraw Hill Federal Credit Union, East Windsor, N.J. It speaks highly of credit unions’ “unsung heroes,” noting the attractive rates and how they take a member’s entire situation into account, not just the credit score.

In addition to McGraw Hill Federal, both CUNA and the New Jersey League worked with Leamy to develop this piece. With Good Morning America’s viewing audience of about 4.5 million people, this segment certainly helps raise the profile of credit unions in a positive way.

Watch the 4-1/2 minute video clip and read the accompanying story.

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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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