Management

A Passion for Social Reform

September 23, 2009
Hispanics could invigorate stagnant CU membership growth. Who: Carlos Calderon What: CEO, OAS Staff FCU Where: Washington, D.C. Current top projects: Getting our credit union through the financial crisis and ensuring continued growth. I also am working on reaching the goals and objectives of the Network of Latino Credit Unions... READ MORE

'Nothing is Impossible'

September 23, 2009
With more than five decades in the credit union movement, Rita Haynes has faced her share of challenges. But the CEO of $11 million asset Faith Community United Credit Union, a community development credit union (CDCU) in Cleveland, rarely expresses discouragement. Despite many hurdles, “the needs are so great that... READ MORE

Mica to Leave CUNA in 2011

August 27, 2009
CUNA President/CEO Dan Mica will leave his post in January 2011, he told the CUNA Board and executive management team today. CUNA Chief Operating Officer and Chief of Staff Richard McBride also will step down in January 2011. “My mentor, the late Rep. Paul G. Rogers, often said an individual... READ MORE

Embrace the ‘Red-Nosed Revolution’

August 27, 2009
Your credit union is sprinkled with bright, empowered, innovative people known as Rudolphs (so named after the holiday character Rudolph the Red-Nosed Reindeer) because they can shine the light exactly where the organization needs to go. These people have always been important, according to “The Red-Nosed Revolution: Five Ways to... READ MORE

CU CEOs Delay Retirement

August 27, 2009
By Beth Stetenfeld The current recession put a lot of retirement plans on hold, and the retirement plans of credit union CEOs are no exception. Some CEOs say they want to rebuild their retirement savings. Others are putting off retirement because they want to see their credit unions through these... READ MORE

How Does Your 401(k) Plan Stack Up?

August 27, 2009
It used to be that simply offering your employees a 401(k) plan with the basic features was enough. But in the post-financial crisis era, it's important to measure your plan's success and take action when needed. READ MORE

Save the Smarts

August 25, 2009
Save the Smarts Judy Dahl Preserve your CU’s intellectual capital with a knowledge management system. Employees’ combined knowledge is one of credit unions’ most valuable assets. When a skilled employee leaves, years of expertise can walk out the door—unless you have systems in place to capture employees’ knowledge and use... READ MORE

Out of the Woods?

August 25, 2009
Out of the Woods? Mike Schenk Delinquencies are decreasing, but labor markets and income levels remain weak. Looking for a glimmer of hope in credit union financials? Look no further than recent asset quality statistics. The Credit Union National Association (CUNA) Monthly Credit Union Estimates Report—a compilation of operating results... READ MORE

Reward Star Performers

August 25, 2009
CUs turn to nonmonetary rewards during times of budgetary restraint. READ MORE

Mission-critical IT

August 25, 2009
Darla Dernovsek CUs step back during the recession to evaluate information technology priorities and operational goals. Credit unions haven’t put the brakes on every technology purchase or initiative as a result of the recession and tighter budgets, but information technology (IT) projects are having to prove their worth and potential... 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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