Management

Top 10 Stories of 2013

Strategic planning, lending challenges were among the top issues facing Credit Union Magazine readers.

January 08, 2014
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The 10 most read articles on creditunionmagazine.com in 2013 were:

10. Ten Strategies for Living in the Past

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

9. Are You 'Friending' Co-Workers? Friend Wisely

Avoid situations that could compromise staff chemistry and member service levels.

8. EMV Conversion Planning: 12 Tips

Get started now, experts tell credit unions.

7. Five Steps to Become ‘Super Productive’

Get the biggest impact out of every hour you work.

6. When You Are—And Aren't—A Loan Originator

New Regulation Z rules contain a broader definition of "loan originator."

5. High-Cost vs. Higher-Priced

New Consumer Financial Protection Bureau rules change the definitions and coverage of two types of mortgages.

4. The Art and Science of Follow-Up Calls

Don’t miss an opportunity to create value, avoid problems, and deepen relationships.

3. Vote for a CU Hero

The credit union movement is blessed with extraordinary leaders.

2. Ten Loan Ideas for 2013

They’ll come in especially handy if we stay stuck in this low-rate environment.

1. Top 10 Strategic Planning Trends

The future looks to be increasingly mobile.

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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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