Lending

GAO Releases TARP Report

July 27, 2010
Since the Troubled Asset Relief Program was authorized, the U.S. Treasury Department has initiated a number of efforts under the program, disbursing $385 billion for loans and equity investments, according to testimony by the Government Accountability Office. READ MORE

Credit Cards More Transparent, Yet Problems Remain

July 23, 2010
Most of the practices deemed unfair or deceptive by the Federal Reserve have disappeared from new credit card offers since federal passage of the Credit CARD Act last year, according to a new report by the Pew Health Group's Safe Credit Cards Project. Yet new trends have emerged that could cost cardholders significantly. READ MORE

Speakers Detail Keys to Business Lending Success

July 13, 2010
CUs must be fast, competitive, and flexible to serve small-business members successfully. READ MORE

It's Tough to Beat 0%

July 06, 2010
Marketers face the tough task of educating members about 0% financing. I've always wondered: Is 0% financing the rate you get on a new-car loan or the odds of actually being approved at that rate? READ MORE

CU Helps Members Through Tough Times

June 24, 2010

CUs serving distressed industries and communities take heroic actions for members.

READ MORE

CU Embraces 'Make Sense' Approach to Lending

June 23, 2010

When Lyle Wermund determines whether to modify a mortgage, he asks one key question: Does the loan make sense?

READ MORE

'Put a Pulse' to Every Loan

June 20, 2010
"Go to work." That's Wayne Vann's nonsense-free approach to running a credit union during times of financial distress. 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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