Lisa J. McCue

CUNA’s vice president of editorial communications. Contact her at 202-508-6766.

ARTICLES

CUNA Community CU & Growth Conference

'Table Is Being Set' for Tax Reform

The reform process could take some time, but there are important mileposts coming.
October 10, 2013
CUs’ membership numbers give them a tremendous advantage over their political opponents, the banks.
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CUNA Community CU & Growth Conference

Tailor Your Financial Literacy to Younger Members

CUs need to be relevant to Generation Y.
October 9, 2013
These members have the ability to save and grow CUs in the future.
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CUNA Community CU & Growth Conference

Gentile: CUs are a Bright Spot in the Country

Consumers want values-based financial services providers.
October 9, 2013
CUs have a unique opportunity today to attract new members—and most important, new young members.
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Don’t Tax My Credit Union

CUNA, leagues, CUs, and members send a message to Congress.
June 27, 2013
'Policy is being formulated on Capitol Hill now, so we must act now—we can’t wait,' says CUNA President/CEO Bill Cheney.
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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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