GAC Attracts More Than 600 First-Timers

‘It’s important for you to be here to talk to your representatives.’

February 25, 2013
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GAC: First-time attendees

More than 4,200 people are here to advocate for credit unions, including 600+ first-time attendees, CUNA President/CEO Bill Cheney said Sunday. That’s one of the highest-ever numbers of GAC rookies.

“It’s important for you to be here to talk to your representatives,” Cheney said. “They need to hear from you.”

Perhaps this new blood will spur Congress to action. When President Harry Truman coined the phrase, “do-nothing Congress,” legislators passed only 7% of the bills put before them—versus 2% last year, Cheney said. “What does that make this Congress?”

Mark Wolff, CUNA’s senior vice president of communication, also welcomed “the class of 2013” by reinforcing the importance of meeting with legislators during Hike the Hill.

“Hill visits make a strong impression on legislators,” he said. “It’s your chance to tell your story. What you do for members is powerful.”

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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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