Articles Tagged with 'compliance'

The Cost of Compliance

August 11, 2011
Credit unions can't ignore the cost of compliance and the need to budget for it. READ MORE

Questions on Noninterest-Bearing Accounts

August 01, 2011
CUNA has received a number of questions from federally insured credit unions on NCUA's noninterest-bearing transaction account rule. READ MORE

Get the Lending Lowdown

June 22, 2011
The complexity and depth of the compliance changes will tax CU staff and pocketbooks. READ MORE

Draft a Compliance QB

June 14, 2011
Create and implement a compliance game plan. READ MORE

Ready for July 21?

June 11, 2011
July 21, 2011, is a significant date for all credit union compliance staff. Why? READ MORE

Educate Staff on SCRA Provisions

June 02, 2011
Develop detailed procedures to assist staff in handling questions about the Servicemembers Civil Relief Act. READ MORE

‘You’ve Got to Be Kidding Me!’

April 14, 2011
New mortgage disclosures mean CUs face a short compliance timeframe and difficult problems to solve. Again. READ MORE

It's Time for Spring Cleaning

April 11, 2011
Identify in your policies how long you'll keep certain documents. READ MORE

CUs Face Compliance Tidal Wave

March 15, 2011
Compliance requirements will cost U.S. financial institutions $30 billion through 2012. READ MORE

Compliance Trouble Spots Could be Behind You

March 08, 2011
If you don’t conduct a compliance review, you could quickly be out of compliance. 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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