Management

Hoyer: CUs Have an 'Awesome Constituency'

You make a real difference to 90 million Americans.

March 20, 2012
KEYWORDS bailout , hoyer , jobs
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"Credit unions have never needed a bailout. You weren’t the problem," Rep. Steny Hoyer, D.-Md., told a cheering crowd at Monday afternoon’s General Session.

"Credit unions perform an extraordinarily important function for the people I represent," said Hoyer, the House Minority Whip. "The services you provide make a real difference to 90 million Americans—what an awesome constituency."

Hoyer called on credit unions to continue to help legislators meet some important challenges: restore the American dream for consumers, restore the nation’s fiscal health, and grow jobs.

"What we’ve done fiscally is immoral," he said, referring to the debt that future generations will carry. No one will ever believe that we came this close to defaulting last year, he added. Both parties must come together to find big, bold, deficit solutions.

The economy is showing positive signs. Nearly four million jobs have been created in the past 24 months, he said. And President Obama continues to pursue an ambitious agenda to restore the American dream and invest in the manufacturing sector, which is a ticket to the middle class for so many.

Hoyer says the Make It in America plan will aid manufacturers and create well-paying jobs for workers.

"You’ve proven you can make dreams possible for your members and their children," Hoyer said. "Let’s keep working together."

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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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