Articles by Dianne Molvig

Credit Cards Rising

CUs are bucking the trend and growing their card portfolios while other lenders are seeing a downturn.
June 27, 2013
If you haven’t taken a long, hard look at your credit card portfolio lately, now’s the time.
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Making the Most of Mergers

Seven ways to reduce costs, boost revenue, and achieve a happier, lasting union.
March 26, 2013
In the best-case scenario, the merging CUs come out better than either one was before.
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An Underbanked Opportunity

CUs’ mission aligns well with the needs of 68 million consumers.
February 6, 2013
Financial services revenues from serving unbanked and underbanked consumers totaled $78 billion in 2011.
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Core Processing Special Report: Part V

Outsourcing Offers Headache Relief

With outsourcing, the vendor takes care of disaster recovery and compliance.
January 7, 2013
‘We felt we were slaves’ to our in-house core-processing system.
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Core Processing Special Report: Part IV

‘Our Computer Away from Home’

Outsourcing core processing frees up valuable staff time.
December 26, 2012
‘Now we can visit our SEGs and meet with potential members.’
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Special Report: Part II

Hybrid Core Processing Frees Up Resources

Hosted service model is a blend of in-house and service bureau systems.
December 18, 2012
In a hosted service arrangement, the CU buys a software license but uses the core processor’s hardware to run it.
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Special Report: Part III

Outsourced Core Processing Can Ease Staffing Concerns

Cintel FCU has moved IT staff’s skills ‘up-market.’
December 17, 2012
Would you be ready for a key IT person’s departure?
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Outsourced Core Processing on the Rise

CUs are warming up to outsourcing as service bureaus offer greater flexibility and control.
September 1, 2012
Old assumptions die hard. Such is the case in the debate surrounding outsourced versus in-house core processing.
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The Mobile Wallet

When a mobile payments platform finally emerges, CUs need to be ready.
August 11, 2012
But even plastic cards might become passé with the entrance of the mobile wallet.
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CUs Getting Back in the Card Game

Seeking increased control and revenue, many CUs are bringing their card programs back in-house.
May 14, 2012
Seeking increased control and revenue, many CUs are bringing their card programs back in-house.
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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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