Management

Let CUs Propel Economy

Co-sponsor aims to push MBL bill through Congress.

March 21, 2012
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“If legislators want to help small businesses and get this economy moving, they don’t have to look any further than credit unions,” said Rep. Maxine Waters, D-Calif., at Tuesday morning’s general session. “Removing the cap on member business lending is necessary to help small entrepreneurs stimulate local economies, especially in low-income areas.

“I’m a proud co-sponsor of H.R. 1418 that would increase the cap on member business loans,” she continued. “With your help, I know we can get this bill through Congress. This is a bill that creates jobs and is good for the economy."

Waters says she often hear stories from people back home about how credit unions assist low-income communities and schools with financial literacy efforts.

“We know in Washington that you did not cause the financial crisis, you were not motivated to cut corners, and you never departed from your mission to make a quick buck.”

“Back in my district, Kinecta Federal Credit Union opened a branch in a neighborhood that needed financial services and quickly outgrew their location because it was meeting a need,” she said.

“As the senior member of the House Committee on Financial Services, and following Barney Frank’s retirement, I’m in position to become the chair of the House Financial Services Committee,” said Waters. “As such, you should know that credit unions will have the best friend they ever had on that committee.”

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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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