Human Resources

"Monumental" 2010 GAC Ahead

October 23, 2009
With Congress and the administration pursuing the most active agenda in a generation, the stakes facing credit unions are monumental. Credit union leaders gathering for the Credit Union National Association’s (CUNA) 2010 Governmental Affairs Conference (GAC) will hear from policy makers, speak out on critical issues, and ensure the credit... READ MORE

Make TNA Part of Training

October 23, 2009
How can credit unions know whether their staff training programs are on the mark? By conducting a training needs analysis (TNA) to determine what employees need to learn to effectively perform their jobs. So says “Conducting a Training Needs Analysis for Your Credit Union,” a new white paper from the... READ MORE

Reconsidering Nonqualified Deferred Compensation? Not So Fast

September 25, 2009
By Heidi Pedersen Donahe The economic downturn is causing some credit unions and their executives to reconsider their nonqualified deferred compensation and retirement arrangements. “While credit union employees and officers are not immune from the general trend to contain compensation in this economy, it is strategically important to maintain a... READ MORE

Community Conference Is for All CUs

September 23, 2009
CUNA’s Community Credit Union &Growth Conference isn’t just for community credit unions. It’s for every credit union looking to capture membership potential. The conference, Oct. 21-24 in Las Vegas, will explore a diverse range of topics, including: • Community credit union best practices; • Reaching out to Hispanics; • Targeting generation Y; • Financial... 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

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

Knowledge Management: Exploit Staff Expertise

August 27, 2009
By Judy Dahl Want to preserve your credit union’s intellectual capital? Consider a knowledge management system that captures, centralizes, and stores information to help members find what they need and make employees more efficient. “Since implementing our [knowledge management] program, we’ve become more operationally efficient, streamlined our procedures, and saved... 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

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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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