Management

Small CU Roundtable Highlights Shared Resources

Collaboration can relieve compliance burden and enhance member service.

March 20, 2012
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Small credit unions discussed critical issues unique to their operations during Sunday’s two-hour roundtable meeting.

A wide range of discussion topics included collaboration, NCUA initiatives, and regulations and the regulatory burden.

CUNA President/CEO Bill Cheney addressed the attendees, urging them to capitalize on their size and ability to be nimble in their service to members.

Participants also heard from Drew Egan about the Michigan Credit Union League’s Shared Branding initiative. Egan, executive vice president and chief operating officer of the league and president/chief operating officer of CUcorp, explained that small credit unions in particular will benefit from shared branding because they often lack the resources to manage branding initiatives on their own.

Credit unions participating in the initiative can keep their own names and culture but will adhere to predetermined quality standards for member service, signage, and products. The collaborative effort also might include offering common products.

Bill Myers, director of NCUA’s Office of Small Credit Union Initiatives, spoke about the agency’s efforts to assist small credit unions with one-on-one projects, loans and grants, partnerships and resources, and training. He also spoke about efforts to reduce examinations.

Kathy Thompson, CUNA senior vice president and associate general counsel for compliance and legislative analysis, discussed ways to lighten the compliance burden. She recommended using resources such as CUNA’s recently unveiled monthly summary of key compliance information drawn from CUNA’s CompBlog.

CUNA Mutual Group sponsored the event, which was recorded and will appear on CUNA’s website after the GAC (cuna.org).

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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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