Serving as a Bridge to Financial Security

CUNA Mutual provided nearly $40 million in support for the CU system in 2010.

February 27, 2011
KEYWORDS advocate , cuna , mutual
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During these difficult economic times, CUNA Mutual Group has worked hard to keep premiums down, deliver greater value to credit unions and their members through our products and services, and still grow our company's financial strength.

CUNA Mutual’s diversified financial performance in 2010 enabled the company to provide record reimbursements and bonus dollars to the credit union system.

We’re doing everything we can to support credit unions during tough economic times when they need it most. Our overall support for the system was nearly $40 million in 2010.

Beyond our financial support, we’re also proud to partner with CUNA to advocate for credit union interests. We’re pleased our latest efforts with CUNA contributed to the Federal Reserve Board dropping plans related to three proposed amendments to Regulation Z—amendments that would have had negative consequences for credit unions.

When there's a credit union fight, CUNA Mutual will be there, advocating on behalf of credit unions and their members.

At CUNA Mutual, we see ourselves serving as a bridge to financial security for credit unions and their members. With credit union input as our guide, we’re working to continuously improve every aspect of our business—products, distribution, service, and infrastructure.

CUNA Mutual was founded by pioneers of the credit union movement. Today, we continue to follow in our founders’ footsteps with a passionate commitment to credit unions and their members. We’ll do all we can to help you be successful.

We thank you for your business and we appreciate the opportunity to serve you.

JEFF POST is president/CEO of CUNA Mutual Group.

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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 ( 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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