Articles Tagged with 'fees'

Credit Card Rates, Fees Stabilize After Reform

May 20, 2011
Pew report measures how the credit card industry has changed since the CARD Act's passage. READ MORE

Strategies for Fading Fee Income

May 01, 2011
Don't wait for the Fed's final interchange rule or legislative action to prepare for lost fee income. READ MORE

Half Would Switch if Fees Increase

April 07, 2011
Raising checking account fees would cause 51% of consumers to shop around. READ MORE

Legislation May Lead to Higher Fees

February 27, 2011
CUs will not only need to cover the loss of fee income, but also the increased costs of complying with the regulations. READ MORE

Legislation May Lead to Higher Fees

January 27, 2011
CUs would not only need to cover the loss of fee income, but also the increased costs of complying with the regulations. READ MORE

Fed Proposes Reg Z Amendments

October 21, 2010
The proposal would clarify portions of the Federal Reserve's final rules implementing the Credit Card Accountability Responsibility and Disclosure Act of 2009, which was enacted in May 2009. READ MORE

Credit Cards More Transparent, Yet Problems Remain

July 23, 2010
Most of the practices deemed unfair or deceptive by the Federal Reserve have disappeared from new credit card offers since federal passage of the Credit CARD Act last year, according to a new report by the Pew Health Group's Safe Credit Cards Project. Yet new trends have emerged that could cost cardholders significantly. 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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