Articles Tagged with 'regulatory'

CUNA Redoubles Efforts to Reduce Regulatory Burden

February 28, 2013
Excessive regulations sap CUs’ ability to be innovative. READ MORE

MBL Battle Goes Into Overtime

February 25, 2013
Bill to expand CUs’ business lending lives while banks’ TAG bill falters. 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

GAC Attracts Heavy Hitters

February 13, 2013
'This is our opportunity to educate and enlighten members of Congress about the value of CUs.’ READ MORE

Cheney: CUNA Will Staunchly Defend CUs’ Tax Status

February 13, 2013
CUNA CEO outlines CUNA’s top legislative and regulatory priorities. READ MORE

How to Navigate 2013

December 26, 2012
Not everyone sees economic gloom and doom on the horizon. READ MORE

Take a Holistic Approach to Compliance

November 21, 2012
Dividing compliance responsibilities among different departments leads to inconsistencies. READ MORE

Expect a ‘Wild Compliance Ride’ in 2013

November 20, 2012
Compliance often lacks black and white answers, so the ability to interpret rules and assess risk is essential. READ MORE

The Six Must-Have Skills for Compliance Officers

November 18, 2012
'The role of the compliance officer is changing and finding staff with the right skills is a higher priority than ever before.' READ MORE

‘If You’re Not at the Table You’re on the Menu’

October 26, 2012
CUs face “crisis of creeping complexity” in regulations. READ MORE

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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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