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Top Community CUs Honored

CUs best advance ideas of the CU movement.

October 27, 2011
KEYWORDS credit , marketing , unions
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Knoxville (Tenn.) TVA Employees Credit Union and Streator (Ill.) Onized Credit Union were named 2011 Community Credit Unions of the Year in their respective asset categories during an awards luncheon yesterday at the CUNA Community Credit Union and Growth Conference in San Francisco.

These credit unions best advance the ideals of the credit union movement, provide products that meet the needs of diverse communities, and are active in their communities.

The winners:

Honorable mention, credit unions with less than $250 million in assets: First Imperial CU, El Centro, Calif.

Award winners

From left: Doug Olson, board chair, Royal CU, Eau Claire, Wis., and member, CUNA's Community CU Committee; Fidel Gonzalez, president/CEO, and Jennifer Paez, director of marketing and business development, First Imperial CU; and Joe McGee, CEO, Legacy Community FCU, Birmingham, Ala., and member, Community CU Committee.

 
First place, credit unions with less than $250 million in assets: Streator (Ill.) Onized CU

Award winners

From left: Doug Olson, board chair, Royal CU, Eau Claire, Wis., and member, Community CU Committee; Dana Stillwell, marketing director, Cheryl Davis, chief financial officer, and Mandi Haynes, vice president of lending, Streator Onized CU; and Joe McGee, CEO, Legacy Community FCU, Birmingham, Ala., and member, Community CU Committee.


Honorable mention, credit unions with more than $250 million in assets: Bayport CU, Newport News, Va.

Award winners

From left: Monte Crowl, vice president, marketing, Bayport CU; Angela McCathran, CEO, Peoples Trust FCU, Houston, and member, Community CU Committee; Don King, board member, and Jim Mears, chief operating officer, Bayport CU.


First place, credit unions with more than $250 million in assets: Knoxville (Tenn.) TVA ECU

Award winners

From left: Angela McCathran, CEO, Peoples Trust FCU, Houston, and member, Community CU Committee; and Jayne Walshaw, marketing director, Knoxville TVA ECU.

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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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