Technology

What Tech Innovations Lie Ahead?

Focus not only on what technology to deploy but on how to deploy it.

September 06, 2012
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What future technologies will help credit unions compete with banks, payday lenders, and nontraditional financial providers in the future?

Those that help credit unions connect with members, says Joerg Engelhardt, vice president, financial industry marketing, for Diebold.

In the first of a two-part series, Engelhardt shares his impressions about technology innovation and offers insights into what credit unions can expect to see in the months and years ahead.

Credit Union Magazine: What new technologies will Diebold provide in the next few years that are largely unknown at this point?

Credit Union Magazine: What technology will have the biggest impact on CU operations, marketing, or other disciplines in the next decade?

Credit Union Magazine: What technologies will be most helpful to credit unions in competing with banks, payday lenders, online financial providers, and nontraditional financial providers in the decade ahead?

Credit Union Magazine: How big of an issue is security in this new environment?

Stay tuned: In part II of this interview, Engelhardt will reveal how virtualization and cloud computing may affect the financial services industry, and how credit unions can use technology to attract and retain young adult members.

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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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