Community Service

Tower FCU Supports Local Children’s Hospital

‘Have a Heart’ campaign raises $30,000.

March 28, 2012
KEYWORDS employees , hopkins , johns , tower
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Tower Federal Credit Union employees and members raised $30,000 for the Johns Hopkins Children’s Center in Baltimore, Md., during the $2.47 billion asset credit union’s annual “Have a Heart” fundraiser in February.

For a donation of $1 or more, Tower Federal members and employees wrote their names or the names of family members on a colorful paper heart. The hearts were displayed in the credit union’s 16 branches and the Member Service Center located at Tower Headquarters in Laurel, Md.

During the “Have-a-Heart” campaign, Tower employees challenged one another to see who could sell the most hearts.

“Tower employees really stepped up to the challenge of raising the most funds this year,” says Lisa Knotts, Tower’s administrative assistant. “As a result of their efforts, we’re able to make a sizeable contribution to help care for the sick children at Johns Hopkins Children’s Center.”

The top sellers (pictured above) were Theresa Ringer, Joyce Knott, Nancy White, Sharon Hobgood, Linda Garner, Kathy Gibson, Mary Pat Gleason-Miller, and Colleen Pettus who together raised $8,500.

Throughout February, Tower members purchased raffle tickets for a chance to win prizes, including a bundle of gift cards valued at $395, good for a variety of retail stores and local restaurants; Kindle Fire tablet; and a two-night vacation package at a resort in Virginia.

Money raised from the raffles contributed to the grand total collected during the “Have a Heart” campaign.

The Johns Hopkins Children’s Center is a member hospital of the Children’s Miracle Network, an organization dedicated to helping raise funds for 170 children’s hospitals throughout North America.

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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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