Lending

MBLs Offer ‘Chef Salad’ of Benefits for Lenders, Economy

November 30, 2012
Expanding business lending could make CUs significant contributors to the national economic recovery. READ MORE

Grow Your Subprime Lending with Confidence

November 25, 2012
The cornerstone of managing auto lending risk is protecting collateral. READ MORE

Improve Sales Culture to Boost Lending

November 17, 2012
CUs have retooled to help staff recognize and act on lending opportunities that also benefit members. READ MORE

CUs Missing Out on Student Loan Opportunity

November 12, 2012
Why do less than 0.5% of CUs offer private student loans? READ MORE

‘Give Your Best Asset a Voice’ with Social Media

November 09, 2012
'People do business with people they like—and they recommend businesses they love.' READ MORE

Six CUs Honored for Lending Excellence

November 08, 2012
Dan Murray, vice president, lending, CUNA Mutual Group, presented the 13th annual awards. READ MORE

King: Bye, Bye Branches

November 07, 2012
CUs must determine how they’ll attract and interact with members who have grown up with mobile technology. READ MORE

Embrace Subprime Borrowers

November 06, 2012
CUs are “stabbing each other in the back” with low-rate auto loans aimed at top-tier members. READ MORE

Employment Picture a Bit Fuzzy

November 01, 2012
There is good and bad news on the economy, says CUNA economist Mike Schenk. READ MORE

Lending Compliance Takes a Detour

November 01, 2012
CUs now can find the lending solution that is right for members. 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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