Human Resources

Tackle Health-Care Costs Now

January 14, 2010
By Brad Pricer As large-scale health-care reform is debated in Washington, many credit unions are taking a “wait-and-see-approach” with their immediate health plan situations. This is a dangerous approach given continued double-digit increases in group plan premiums for 2010. The outcome of health-care reform is uncertain, but one thing seems... READ MORE

Heal employees’ minds—and fill your coffers

December 15, 2009
Stress levels among U.S. workers are at an all-time high—making it more important than ever for leaders try to improve employees' well-being, says brain expert Patt Lind-Kyle, author of “Heal Your Mind, Rewire Your Brain: Applying the Exciting New Science of Brain Synchrony for Creativity, Peace, and Presence.” "The good... READ MORE

Re-Energize Your Burned-Out Workforce

November 30, 2009
The recession hasn’t just affected bank accounts and bottom lines—it’s also had a big impact on the morale and attitudes of the American workforce, says Jon Gordon, author of “The Shark and the Goldfish: Positive Ways to Thrive During Waves of Change.” “When fear and uncertainty become staples of daily... READ MORE

What's a 'Disability?'

November 23, 2009
Karen Saul New ADAAA provisions reinstate a broad scope of protections. In September 2009, the Equal Employment Opportunity Commission (EEOC) approved a notice of proposed rulemaking to conform its regulations to the Americans with Disabilities Act Amendments Act (ADAAA), which became effective Jan. 1, 2009. The notice proposes changes to... READ MORE

Real-World Continuity Plans

November 23, 2009
Sharyn Alden CUs prepare to put pandemic plans into action. As waves of H1N1 flu continue, credit unions aren’t just crossing their fingers hoping they won’t get hit hard. Many have continuity plans that specifically address pandemic-related issues that may affect their workplaces. Some are documenting what they’re learning from... READ MORE

Maintain a Learning Mindset

November 23, 2009
The ultimate goal in the eyes of many business leaders is that their organization would be a learning organization—constantly growing and investing in being creative and innovative to achieve great business results. That’s the opinion of Maria O’Donoghue, director of global learning and development at the Global Talent Management Centre... READ MORE

'Supplementals' Boost Resumes' Appeal

November 09, 2009
By Nancy Keene In a tight market, why not go beyond the traditional two-page resume to showcase your background and the kind of deliverables you could bring to a new position? Resume “supplementals” provide a key advantage. Consider: * News articles about projects and initiatives; * “ Dashboard” metrics you... READ MORE

Training: Develop a Formal Needs Analysis

October 27, 2009
One tool to gauge whether your credit union’s staff training programs are on the mark is the training needs analysis (TNA), according to “Conducting a Training Needs Analysis for Your Credit Union,” a new white paper from the CUNA Human Resources/Training & Development Council . Such an analysis can help... READ MORE

Executive Coaching: Develop Leaders from Within

October 27, 2009
By Suzanne Oliver Coaching has often been considered a way to improve behaviors and relationships, and to accomplish desired solutions and results. However, this is just one aspect of coaching. In recent years, coaching has become more sophisticated and has come to involve everyone from senior leadership, to mid management,... READ MORE

Internal Controls Thwart Embezzlement

October 23, 2009
Derrick Peterson Keep honest people honest by limiting opportunities for dishonesty. Recently I read an article sent to me by the CUNA CFO Council titled, “How Not to Embezzle.” The article told of a CEO in Wichita Falls, Texas, who embezzled between $850,000 and $1.9 million through approximately 130 fraudulent loans... 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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