Articles Tagged with 'risk'

Avoid IT Project Failure

May 17, 2011
Too often, the process for selecting information technology vendors and negotiating contracts is rushed and flawed. READ MORE

Leave No Risk Unchecked

April 21, 2011
CUs are in the business of managing risk. Whether dealing with lending, investments, or liquidity, managing risk requires a careful and calculated approach. READ MORE

Beware Three Emerging Loss Trends

April 12, 2011
A proactive approach to addressing emerging loss trends is by far the most effective strategy CUs can take to manage operational risk. READ MORE

Risk Management Continues Evolution

April 01, 2011
The rapid evolution of CU operations requires keen and constant risk oversight. READ MORE

Social Media Risks and Rewards

January 12, 2011
To understand social media, you must understand the terms. READ MORE

Manage Uninsurable Risk: Four Steps

January 01, 2011
Managing risk is extremely important for CUs. But not every exposure is insurable. READ MORE

Credit Cards: Keep a Lid on Losses

October 01, 2010
Pay attention to your products, the market, and regulations to maintain high credit quality. READ MORE

ID Analytics Offers Real-Time ID Fraud Analysis

August 09, 2010

Credit unions can now tap into and contribute to real-time identity fraud analysis due to a new relationship CUNA Strategic Services has formed with ID Analytics.

READ MORE

Interest-Rate Risk: What Goes Down Must Come Up?

July 23, 2010
Is your balance sheet well-positioned if interest rates were to begin rising tomorrow? 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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