CU Data

Lessons Learned From Harvey Wallbanger

January 16, 2012
Engaged employees bring innovative ideas, a friendly disposition, a spirit of cooperation, and increased productivity. READ MORE

Rates & Ratios: CU Loans Stagnate During November

January 11, 2012
Total CU savings increased 0.2% in November, compared to a 0.1% decrease in October. READ MORE

Wandering in Wonderland?

January 09, 2012
This week’s roundup examines the world economy, income inequality, the ongoing health-care debate, and other issues of the day. READ MORE

Risk Averse in a Bathing Suit

January 02, 2012
Are your practices “tried and true” or “tried and tired?” READ MORE

Water, Water Everywhere

December 19, 2011
Focus on communication, collaboration, and mutual understanding to meet members’ needs. READ MORE

Shall We Dance?

December 19, 2011
How will you keep foreclosures, delinquencies, and a poor job outlook from doing a number on your CU? READ MORE

Meager Margins

December 12, 2011
Don't expect a turnaround until 2013. READ MORE

Rates & Ratios: CU Loans Continue to Climb

December 10, 2011
CU union loans outstanding increased 0.3% during October 2011, their seventh-consecutive month of positive loan growth, reports CUNA’s economics and statistics department. READ MORE

What a character!

December 05, 2011
Your CU makes an impression on members with its attitudes, knowledge, outreach, expertise, and reputation. READ MORE

The View from Three-and-One-Half-Inch Heels

December 01, 2011
Don’t let your CU miss the opportunity to challenge members’ and the public’s expectations of what you have to offer. 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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