Small CUs Seek Ways to Work Together

Avoiding mergers or liquidation may require greater cooperation.

June 17, 2013
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League support
Smaller credit unions may also be able to get specialized assistance from their leagues.
Members of the Pennsylvania Credit Union Association (PCUA) demand it, says Compliance Administrator John F. Kilduff. More than half of PCUA's member credit unions have less than $20 million in assets.
PCUA offers a variety of services to small credit unions, Kilduff says, including:
  • SCUNet, a small credit union network offered via the league’s website;
  • News and information specifically for small credit unions via a monthly electronic newsletter;
  • Mentoring, where credit union personnel can seek advice and help on various topics from their peers;
  • Discounts for webinars and conferences;
  • Compliance assistance through a program called Compliance Cavalry, which provides consulting, training, and policy reviews;
  • Financial grants through a foundation that awards up to $5,000 to assist with training, education, marketing, and other needs; and 
  • Face-to-face networking through the PCUA’s credit union chapters.
NEXT: CU Partnerships

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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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