Technology

Ten Strategies for Living in the Past

These tongue-in-cheek tactics are your ‘road map to irrelevance.’

August 23, 2013
KEYWORDS ATM , debit , service
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My son goes to college in Montana, where the state motto is: “Home of the 10 mph RV.” We also have family there, so summers are often spent driving from one end of the state to the other. In Montana— like most states where cattle outnumber people—distances are vast. You can cross three time zones just to find good coffee.

But that’s Montana.

How do credit unions deal with distances where the only reasonable mode of transportation is an airplane? How can credit unions provide any sort of service when a trip to the mailbox means filling up the tank and packing an overnight bag?

The answer, contrary to conventional wisdom, is: You don’t. That’s right. Forget about delivering products and services to members. Make members come to you—just like in the good ol’ days. After all, this is what members deserve if they choose to live in the middle of the map labeled “Nowhere.”

Here are 10 low-tech strategies to make sure your credit union lives in the good ol’ days. These strategies will keep your members living close to you and prevent them from wandering away like feral cats:

If, however, you decide to reject these 10 low-tech strategies and go with a strong surcharge-free ATM network, shared-branching access, and world-class remote services, then be prepared to kiss your nice empty parking lot goodbye.

 

 

 

 

JAMES COLLINS is president/CEO at O Bee CU, Tumwater, Wash., and Credit Union Magazine's humor writer.

One More Suggestion

Mark Arnold
August 27, 2013 10:53 am
James, This is GREAT thoughts! Here is one more suggestion for how credit unions can stay in the past: don't update your website with tools like live chat support, rotating banners, and other cool features. After all, the web is just a place for you to SEND members' information. This user experience thing is overrated (ha!). Mark


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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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