Articles Tagged with 'ncua'

Thinking About CDFI Certification?

December 04, 2013
CUs with the certification have access to economic revitalization funding. READ MORE

NCUA Video Addresses Liquidity and Contingency Funding Plans

November 19, 2013
Some CUs must have access to NCUA’s Central Liquidity Facility, the Fed’s discount window, or both. READ MORE

On-Demand Training for New Supervisory Committee Members

November 01, 2013
NCUA training videos give supervisory committee members at small and low-income credit unions a better understanding of their roles and responsibilities. READ MORE

Matz: NCUA Resources to Go Where Risks Are

October 31, 2013
Video interview with the NCUA chairman addresses stress testing, corporate assessments, and more. READ MORE

Regulatory Compliance for Investments

July 31, 2013
CUNA expects NCUA to issue additional guidance on how to comply with its new investment rules. READ MORE

More Members, Regs, and a Future Focus

July 01, 2013
CUs are the model of the future. READ MORE

National Supervision Policy Manual At-A-Glance

June 25, 2013
NCUA’s National Supervisory Policy Manual aims to ensure examiners treat CUs uniformly. READ MORE

Most Stabilization Costs Behind Us

June 11, 2013

 The 2012 financial statements for the Temporary Corporate Stabilization Fund provide some sobering but promising information. 

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NCUA's National Supervision Policy Manual

June 01, 2013
Agency's manual requires examiners to act on unresolved DORs regardless of a CU's CAMEL rating. READ MORE

NCUA Addresses Troubled Debt Restructuring

June 01, 2013

The guidance describes in detail how examiners will apply the regulatory changes that the NCUA Board approved last year.

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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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