Technology

CU Takes Advantage of Fresh, Clean Website

‘It’s quick and easy for members to find what they want—in English and Spanish.’

October 25, 2011
KEYWORDS CMS , interview , technology
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Who: Annette Coronado
What: Director of Marketing
Where: SCE FCU, Irwindale, Calif.

Our new website interface runs on a content management system (CMS):

We’ve moved from having HTML-based software on a computer to a site on a host server. Now authorized employees can access, modify, and update the website via any Web browser using a PC, Mac, or smartphone. Multiple administrators control sections of the website for continuous and timely adjustments. Our website blog can update our Facebook page and RSS feeds.

The new design:

Has a fresh, clean look with an intuitive structure. It’s quick and easy to find what you’re looking for—in English and Spanish. The website features live chat; news feeds with alerts; icons for quick access to tools; and a proprietary, all-in-one ATM and shared branch locator with driving directions. Our microsites in English and Spanish—geared toward prospective members—feed to our main site. Our next enhancement will be an online registration tool for seminars, classes, and community events.

Our membership is diverse and about to diversify more:

We’ve signed a letter of intent to merge with a credit union in southern Nevada. That will bring our geographic reach to a new level.

The most rewarding aspects of my job:

I work for an organization I’m proud to represent. We do great things for our members, staff, and community. I thrive on the energy and variety involved in marketing, and I work with people I enjoy and respect. It really is a pleasure to come to work every day.

When I’m away from work, you’ll find me:

At the beach, playing or watching volleyball. My husband and I have played for years. Now our 11-year-old plays competitively, and our 5-year-old is taking lessons. I have a feeling beach volleyball will be part of our lives for many years to come.

My favorite little-known California destination:

The Monrovia Street Festival, a longtime favorite. It features local restaurants, vendors, growers, and artists—all displayed along Old Town Monrovia’s main street. It’s the largest street fair of its kind in California, and takes place every Friday night from March through Christmas.

A book I read recently that made a difference in my life:

“Left to Tell,” by Immaculée Ilibagiza. The author survived the Rwandan genocide by hiding in a tiny, cramped bathroom with seven other women for 91 terrifying days. But many family members and friends did not survive. It’s an incredible story of the horror of her first-person account, but also of hope, courage, the power of prayer, and ultimately of healing and the grace of forgiveness. This book certainly puts things into proper perspective and causes one to reconsider the refusal to forgive.

My favorite TV show:

“The Biggest Loser.” I enjoy watching the transformation of not only the contestants’ minds and bodies, but also their lives as they discover what brought them to the state they’re in and what it takes to never return.

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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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