Articles Tagged with 'ncua'

Write Comment Letters That Work

April 28, 2011
NCUA Chairman says the agency sometimes makes significant changes to regulations based on CU comment letters. READ MORE

‘NCUA-Safe’ Reaches More Than 150 Million Consumers

April 05, 2011
The “NCUA-Safe” campaign has reached more than 150 million consumers. READ MORE

Compliance Matters: SAFE Act Training

March 14, 2011
Registry open for mortgage originators. READ MORE

Cheney Urges Regulatory Relief

February 10, 2011
Containing CUs' regulatory burden is one of CUNA's top priorities. READ MORE

Interchange Proposal Tops Regulatory Priorities

February 03, 2011
CUNA continues to address Fed and FASB proposals, financial literacy requirements for directors, and guidance on corporate credit unions and internet banking authentication. READ MORE

Addressing Interchange Fees & NCUA Concerns

January 31, 2011
CUNA is pursuing dramatic improvements in the Fed's debit interchange fee proposal. READ MORE

FDIC Budget Falls While NCUA's Climbs 12%

December 16, 2010
"We believe it is appropriate and reasonable for NCUA to do all it can to contain its own costs,” says the CUNA President/CEO. READ MORE

NCUA Extends Comment Period on Corporate Rule Amendments

November 30, 2010

The National Credit Union Administration Board extended the comment period to Jan. 28, 2011, on the proposed corporate rule amendments issued at the agency's November 18 meeting.

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Assessments Less Onerous for CUs Than Banks

November 30, 2010
NCUA assessments are expected to total 90 bp of insured shares by 2021 vs. 144 bp for banks, a CUNA white paper reports. READ MORE

NCUA Initiates Pilot Loss Share Program

November 18, 2010

The NCUA Board authorized the creation of a Loss Share Pilot Program as a potential option for resolving large, complex problem credit unions at the lowest cost to the National Credit Union Share Insurance Fund.

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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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