ARTICLES

CUNA's Member & Nonmember Survey Results

Help Nonmembers Overcome Barriers

Five things CUs can do differently to convince nonmembers to join.
August 12, 2013
'Young nonmembers want convenience, and that means mobile banking.'
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CUNA's Member & Nonmember Survey Results

Focus on Members You Already Have

CUs must expand their 'wallet share' of existing members.
August 9, 2013
Eighty-five percent of members also have accounts with banks.
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2013-2014 CUNA Member and Nonmember Survey Results

Lack of CU Awareness Persists

Seventy-one percent of nonmembers age 18 to 24 are not familiar with CUs.
July 31, 2013
The importance of turning nonmembers into members, especially young adults, can’t be overstated.
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CUNA's Member & Nonmember Survey Results

Persistent Lack of Awareness Continues

CUs will benefit tremendously if they mobilize quickly to education and attract young adults.
July 29, 2013
Nearly three-fourths of young nonmembers know little about CUs.
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Rethinking Leadership

Today’s leaders must facilitate and empower innovation and change.
July 20, 2013
'Too many CUs are run by managers, not leaders.'
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CU Offers Progression of Financial Education, Services

At NuVision CU, children are eligible for debit cards at age 13.
April 26, 2013
Young members can make real decisions—even mistakes—while the stakes are low and supervision is high.
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Special Report: National CU Youth Week

‘Get them in Early’

Multifaceted youth marketing involves community outreach, education.
April 25, 2013
‘It’s never too early to learn about money.’
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Special Report: National CU Youth Week

Reach and Teach Youth

Financial education can turn young consumers into lifelong members.
April 24, 2013
Just because young consumers aren’t profitable today doesn’t mean they won’t be tomorrow.
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Teach Early and Often

How one CU grooms youth into fully engaged members.
April 1, 2013
Redwood CU retains 80% of its young members after they leave for college.
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Attract and Educate Youth

Building a relationship now will pay dividends down the road
March 26, 2013
Financial education can turn young consumers into lifelong members.
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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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