Operations

Corporate CU Assessments Handcuff Growth, Prompt Cutbacks

March 03, 2013
CU executives hope NCUA Corporate Stabilization Fund assessments will help keep the CU movement healthy in the long term. READ MORE

Adapt to Change for Community CU Success

March 01, 2013
Gulf Coast Community Federal CU was among four CUs awarded in 2012 by CUNA. READ MORE

EMV Conversion Planning: 12 Tips

March 01, 2013
A 12-point road map as your CU plots the switch from magnetic stripe to chip cards. READ MORE

Focus on Members’ Lifestyle Needs, Not Cultural Differences

February 14, 2013
Great Basin FCU overhauled its infrastructure to meet the needs of Hispanic consumers. READ MORE

An Underbanked Opportunity

February 06, 2013
Financial services revenues from serving unbanked and underbanked consumers totaled $78 billion in 2011. READ MORE

Americans Becoming ‘Payment Omnivores’

January 28, 2013
Key drivers for mobile bill payments include time savings, anytime access, and convenience. READ MORE

National Flu Outbreak Widens—Are You Prepared?

January 22, 2013
This year's flu season is one of the worst the country has seen in 10 years, with more than 40 states reporting widespread cases. READ MORE

Strict Cost Controls Create High ROA

January 13, 2013
'You can’t improve if you don’t keep score.' READ MORE

Combine Member Information with Sound Judgment

January 06, 2013
Investing in member-centric strategies can ensure a CU’s long-term competitiveness. READ MORE

Use Extra Due Diligence for Business Loan Participations

January 01, 2013
Business loan process requires a high level of detail. READ MORE

heroes

What's Popular

Popular Stories

Recent Discussion

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.

Your Say: Who should be Credit Union Magazine's 2014 CU Hero of the Year?

View Results Poll Archive