Articles Tagged with 'regulators'

NASCUS Chair: Regulators Should Address CUSO Function, Not Safety

April 15, 2014
‘We don’t need to regulate CUSOs, we just need to understand how they work.’ READ MORE

CUs’ Regulatory Burden Will Be Our Focus

February 18, 2013
We’ll urge Congress to exercise greater oversight on regulatory issues—to ensure accountability for agency actions. READ MORE

Regulatory ‘Pendulum’ Will Continue to Swing

July 27, 2012
Both regulated and regulator agree the right balance can be difficult to find. READ MORE

CUNA Aims to Ease CUs’ Reg Burden

December 01, 2011
Any new requirements that may emerge over the horizon will only add to the load CUs already must shoulder. READ MORE

ALM Goes to the Front of the Line

November 26, 2010
For most credit unions, asset/liability management (ALM) has been a “get in line” topic: Get in line behind security, marketing, loan origination and tracking, member relationships, and a host of other pressing matters. READ MORE

Raising the Board Bar

September 29, 2010
Following the calamities on Wall Street, regulators worldwide are taking a closer look at governance. READ MORE

heroes

What's Popular

Popular Stories

Recent Discussion

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.

Your Say: Who should be Credit Union Magazine's 2014 CU Hero of the Year?

View Results Poll Archive