Articles by Jonathan Bundy

How Mortgage Referrals Can Go Wrong

CUs can easily run afoul of the CFPB’s regulations.
March 14, 2014
Front-line staff must be sure you don’t mistakenly get caught in the net when making referrals to MLOs.
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What’s on the CFPB’s Agenda?

Expect a focus on mortgage rules, deposit regulations, and fair lending.
August 5, 2013
Agency moves full speed ahead on additional regulatory rulemaking.
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Get Your 2013 Mortgage Lending Almanac

Give your compliance manager a work-appropriate hug—it’s going to be a rough year.
July 22, 2013
New rules will recast mortgage lending from application to servicing.
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Beware Mortgage Servicing Rule Pollyanna

CFPB mortgage rule exclusion for small servicers is not a free pass.
March 22, 2013
Collective sigh of relief over small servicer exemption is premature.
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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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