Marketing

A Matter of Time

April 27, 2009
LEAD STORY Promotional messages emphasizing a person’s time and experiences with a product lead to more favorable attitudes and more purchases, according to Stanford Knowledgebase . Researchers Jennifer Aaker and Cassie Mogilner cite MillerCoors’ “It’s Miller Time” and Citigroup’s “Live Richly” as effective campaigns because they focus on the consumer... READ MORE

The Ultimate Question

April 24, 2009
What can marketers learn about member loyalty from a "rubber chicken" dinner? READ MORE

Aces of Diamonds

April 24, 2009
From left: Nancy Hutchinson, Kathryn Davis, Mary Olson Dianne Molvig Top award winners share their perspectives on marketing and business development. Top award winners at this year’s CUNA Marketing & Business Development Council Conference in San Diego were: Mary Olson , Hall of Fame inductee. Olson is vice president of... READ MORE

Hispanic Outreach: Mind the Four P's

February 20, 2009
Miriam De Dios, emerging markets director for Coopera Consulting , Des Moines, Iowa, cites four key areas credit unions must address in serving Hispanics: 1. Personnel. Hire people who are bilingual and already are connected to the Hispanic community. Train all staff about cultural differences. 2. Products . Be sure... READ MORE

Set the Stage for Sales

January 23, 2009
Carolyn Jordan Efficient, effective operations underlie sales success. A sales culture is the star of the show in today’s credit unions. Credit union professionals talk about achieving more sales and enhancing their sales culture. Yet they often fail to realize successful sales cultures are built on effective, efficient operational structures that... READ MORE

Member Service: Remote & Personal

January 23, 2009
Dianne Molvig   A remote sales force—a.k.a. relationship managers—can bring you closer to members. Time was, building relationships with members meant drawing them into your credit union to do business and then showing them what else you could do. The idea was to leverage branch traffic to generate more business.... READ MORE

Tough Times for (Small) CUs

December 23, 2008
Mike Schenk There’s no silver bullet for the current economic turmoil. Even in good times, small credit unions face unique challenges. Today’s economic mess is causing big financial and operational problems for many credit unions, but particularly for the smallest ones. National Credit Union Administration data show U.S. credit unions... READ MORE

Spotlight: Robert Cashman

December 23, 2008
‘My grandfather started as a CU volunteer in the 1940s.’ Who : Robert Cashman What : President/CEO Where : Metro CU, Chelsea, Mass. On being a third-generation CU executive: My grandfather and father preceded me at Metro. Intrigued by the idea of helping people, my grandfather started as a credit... READ MORE

Video: Spread the Safety & Soundness Message

November 01, 2008
Video: Spread the Safety & Soundness Message November 1, 2008 Let members know that the Emergency Economic Stabilization Act of 2008 increases savings insurance coverage at federally insured credit unions from $100,000 to $250,000. CUNA economist Mike Schenk explains how accounts in federally insured credit unions are backed by the... READ MORE

America's CUs: For the People for 100 Years

November 01, 2008
America's CUs: For the People for 100 Years November 1, 2008 By Lucy Harr In the coming months, America's credit unions will celebrate the 100th anniversary of their U.S. origins. Just as the ancient Romans built stone pillars—milestones—to mark their progress on the Appian Way, historical milestones allow us to... 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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