Products

ATMs, Kiosks Continue to Evolve

Technology gives CUs the edge in delivery systems and marketing.

July 01, 2012
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Expanding ATMs’ reach

For Cardtronics, the beauty of ATMs is their ability to connect people to their accounts at retailers already part of their daily routine.

“We help credit unions enhance their entire ATM fleet,” says Tom Pierce, chief marketing officer for Cardtronics.

The company offers two programs to help credit unions augment their financial center ATMs:

  1. Allpoint, a surcharge-free ATM networkwhich offers 35,000 ATMs in the U.S. and 8,000 machines internationally. The machines are easy to find using Allpoint’s free ATM locator app.
  2. ATM branding, wherein credit unions place their branding materials on Cardtronics-owned ATMs.

“Our ATMs are located in such retail giants as 7-Eleven, Walgreens, Kroger, Target, and Costco,” Pierce says. “Having branded ATMs in places like those raises visibility and lets members know they’ve reached a surcharge-free zone.”

The company also helps credit unions address regulatory and maintenance issues with their ATMs.

A recently enacted amendment to the Americans With Disabilities Act, for example, requires financial institutions to be more vigilant in terms of ATM accessibility.

“There are requirements for headphone jacks, space around the ATM,” and more, Pierce says. “This can create challenges for financial institutions that must choose between retrofitting old machines, investing in new ATMs, or taking noncompliant ATMs offline.”

Resources

ATMPartMart.com
Cardtronics
Diebold
Epson
Kiosk & Display Co.
NCR
Pendum
Triton

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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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