Evaluating Mortgage Program Providers: 11 Tips

January 01, 2005
Evaluating Mortgage Program Providers: 11 Tips January 1, 2005 So you've decided to offer mortgages and outsource some or all of the process. Now you have to find the right mortgage lending partner. A CUNA Lending Council whitepaper, 'Mortgage Lending for Small Credit Unions,' offers 11 tips for evaluating potential... READ MORE

Business loan leaders

January 01, 2005
Business loan leaders January 1, 2005 CU Assets($ millions) MBLs per member Melrose CU, Briarwood, N.Y.$671.611.91League of Mutual Taxi Owners FCU, New York103.611.32Progressive CU, New York271.910.49Montauk CU, New York55.83.00Central CU, Rego Park, N.Y.62.22.59Opp-Micolas CU, Opp, Ala.16.42.54CDSC Louisiana FCU, Coushatta, La.7.12.33Middle Village (N.Y.) CU40.92.25United Northwest FCU, Norton, Kan.21.22.09Evangelical Christian CU, Brea,... READ MORE

Three Keys to Mortgage Success

January 01, 2005
Three Keys to Mortgage Success January 1, 2005 By Patrick Totty New capabilities Do's and don'ts Motive, method, and opportunity are the three classic conditions that must be present before people decide to do something. These certainly are evident when it comes to credit unions and mortgage lending software. Motive:... READ MORE

Mortgage Lending Resources

January 01, 2005
Mortgage Lending Resources January 1, 2005 Aimbridge Appro Systems Inc. CUNA Center for Personal Finance CUNA Mutual Group CUNA Mutual Mortgage Corp. Datatrac Desert Document Services Inc. Ellie Mae Inc. EPL FedComp Inc. FICS Fidelity Integrated Financial Solutions Fieldstone Mortgage Co. Fiserv Lending Solutions Freddie Mac GalaxyPlus Credit Union Systems... 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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