Management

Bouncing Back After the Recession

CUs’ top planning strategies include proactive lending and mobile banking.

June 27, 2013
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6. Advocacy efforts
 
CUNA has three major advocacy efforts currently under way: Don’t Tax My Credit Union, Unite for Good, and Plan to Win.
 
Unite for Good is a strategic vision designed to help all credit unions achieve shared goals. It’s a vision based on the shared values of collaboration, a member-centric focus, community involvement, and a dedication to consumers’ financial well-being.
 
The shared vision is: Americans choose credit unions as their best financial partner.
 
“We don’t want to be 7,000 credit unions with 7,000 scattered, diverse stories,” CUNA President/CEO Bill Cheney says. “We want to be 7,000 credit unions repeating one strong story 7,000 times. That results in effective, successful communication.”
 
To realize this vision, CUNA urges all credit unions to:
Visit uniteforgood.org for a checklist of action steps your credit union can take to realize these goals.
 
CUNA and the state leagues have been working on a Plan to Win for the past couple of years. Plan to Win is a comprehensive grassroots, political, legislative, and communications strategy designed to move all members of Congress to a position of stronger support for credit unions.
 
NEXT: Unbanked and underbanked

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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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