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Involve Members in Tax Fight

Talk of tax reform is becoming more prevalent, Inside Exchange video reports.

December 26, 2013
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With Congress entering its final weeks before the end of its first session, and talk of tax reform becoming more prevalent, credit union activism is more important than ever, News Now reports.

In the latest edition of CUNA's Inside Exchange, credit union activists tell CUNA's Paul Gentile how and why they became engaged with the "Don't Tax My Credit Union" campaign.

In this video, credit union executives and volunteers discuss how they have encouraged staff and members to support the "Don't Tax" campaign.

In particular, credit union activists tell Gentile what's at stake for credit unions, how members are receiving the message, and some of the results they have seen.

CUNA and the leagues have set forth a revitalized push to engage credit unions in the campaign, including maintaining nearly constant contact with lawmakers. Since the campaign began in late May, more than 1.2 million contacts with lawmakers have been made.

Inside Exchange #17: Getting involved in 'Don't Tax My Credit Union' from CUNA on Vimeo.

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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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