Encourage Education for Young Adults

Members face unprecedented financial concerns, making financial education more important than ever.

December 12, 2011
KEYWORDS adults , budget , young
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Your members face unprecedented financial concerns, making financial education more important than ever. Show young adults how to budget, borrow, and buy responsibly, while at the same time you build long-lasting member relationships.

These CUNA member-education products inform young adults on the topics that matter most:

• CUNA MoneyMix. Engage young adults with interactive features, blogs, videos, and articles. Part of the CUNA onlineEDGE products, the MoneyMix website is designed to resonate with Gen Y, with all content produced by their peers. Adding MoneyMix to your marketing bridges the gap to a new generation of members.

• Mad City Money™ simulation kit. Provide high school students a taste of the real world. This simulation allows participants to make mistakes—and suffer the consequences of their decisions—in a realistic but safe environment.

• Guide to Money handbook. Help young adults learn about the key financial issues they’ll tackle as they move out on their own. Give this booklet to young adults to promote smart money management and the use of credit union services.

• Design Your Spending Plan: Budget Blueprint handbook. Guide your members toward planning, saving, and budgeting for the future with this handbook. It’s a lifeline for those who practice poor money management, live paycheck to paycheck, and use credit inappropriately.

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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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