Articles Tagged with 'income'

Earnings Back to ‘Normal’ Range

March 07, 2013
Average net income for credit unions in 2012 will be about 90 basis points of average assets. READ MORE

Corporate CU Assessments Handcuff Growth, Prompt Cutbacks

March 03, 2013
CU executives hope NCUA Corporate Stabilization Fund assessments will help keep the CU movement healthy in the long term. READ MORE

Are We Losing Empathy?

October 01, 2012
The poverty rate is back up to 15%—that’s 46 million people. Clearly, the ups and downs of our economy. READ MORE

CUs Worldwide Share Common Operating and Member-Service Challenges

October 01, 2012
Since the global financial crisis and worldwide recession, CUs everywhere face similar issues. READ MORE

The 10 Fee Commandments

September 24, 2012
CUs everywhere are looking for new sources of income. READ MORE

Explore Alternative Revenue Sources

August 06, 2012
CUs develop service strategies that boost the bottom line, further their mission, and deepen member relationships. READ MORE

Credit Cards: Learn From the Best-Run Programs

July 11, 2012
CUs can improve their card programs by boosting efficiency, improving marketing, and avoiding common mistakes. READ MORE

Service Without Reservation

July 02, 2012
How might your CU create superior member service interactions that ensure loyalty and promote member growth? READ MORE

Fee or Free

July 01, 2012
Credit unions benefited from the bankers’ misstep on fees, garnering hundreds of thousands of new members. READ MORE

These Are a Few of His Least Favorite Things

June 11, 2012
Contemplate your CU’s frame of reference: Do you offer products and services based on your own experiences—without understanding the competition’s activities or member needs? 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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