Technology

Member-Facing Technologies: Three Trends

February 07, 2011
By the end of 2011, smart phones will outsell standard cell phones, and consumers will continue to defect from bank and credit union websites to pay billers directly. READ MORE

'It's More Than the Core'

February 01, 2011
The core is more than just the system that tracks transactions. It touches all delivery channels. READ MORE

Social Media Compliance: Nine Questions

January 24, 2011
As with other member communications, take proper compliance precautions with your social media efforts. READ MORE

'New System Under Construction'

January 21, 2011
Core conversion success depends on the combined efforts of the CU and the conversion team. READ MORE

Social Media Risks and Rewards

January 12, 2011
To understand social media, you must understand the terms. READ MORE

CUs Are More Tech-Savvy Than Banks

January 07, 2011
Celent report shows that banks exceeded CUs only in their use of operational CRM, customer video conferencing, and biometrics for customer identification. READ MORE

‘No Such Thing’ as an Easy Core Conversion

January 03, 2011
Keys to conversion success including staying on course, communicating regularly to employees—and trying to make the process fun. READ MORE

Stuck at '12:00?'

December 27, 2010
Participating in social media is risky but necessary. READ MORE

Don't Get Dust in the Server & Other Core Conversion Lessons

December 23, 2010
Done right, a core processing conversion can be more than a technology upgrade. It can transform a CU. READ MORE

Mobile Madness

December 07, 2010
The buzz at the BAI conference over mobile banking—and the apps that enable it—was deafening. 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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