NIHFCU Launches Partnership With Biotechnology Association

Effort will increase awareness of financial resources that support scientists.

May 24, 2012
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The National Institutes of Health Federal Credit Union has entered into a significant, new platinum partnership with the Virginia Biotechnology Association (Virginia Bio).

NIHFCU is committed to providing biomedical professionals in the Mid-Atlantic region with affordable loans and banking solutions that save members time and money. NIHFCU's affiliation with Virginia Bio is an integral part of the credit union’s expanding presence in Virginia.

NIHFCU has developed a range of products designed to specifically meet the demands of the healthcare and biomedical industry. These include unique educational refinancing programs, free use of any ATM in the world, a toll-free national call center, enhanced mobile banking services with smartphone apps, free online money management tools, and more.

NIHFCU also is an approved Small Business Administration Lender for business start-ups and expansions.

“We are proud to be a platinum partner of Virginia Bio and support the important work this esteemed organization is doing on behalf of the entire biotechnology community in the state of Virginia,” says Juli Anne Callis, president/CEO of NIHFCU. “Aligning NIHFCU with highly influential professional organizations such as Virginia Bio is an important part of our overall outreach goals that enables us to efficiently expand awareness of our products and services among the dedicated men and women working in the biomedical field.”

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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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