Articles by Judy Dahl

Leading Edge

Thrivent Federal Credit Union Comes Full Circle

The bank that became a CU actually had its origins in the movement.
March 26, 2014
The bank that became a CU actually had its origins in the movement.
Read More

Shaping CU Technology: The Big Five

Security, branch evolution, consumerization, and big data will drive CU technology decisions through 2014 and beyond.
January 29, 2014
Technology innovation will continue at a brisk pace, particularly in these five areas.
Read More
Executive Suite

Help Employees Rediscover Their Mojo

Act quickly to reinvigorate capable employees performing below their potential.
April 15, 2013
'We try to instill the concept that we're a learning organization, and that it's better to ask than to make a mistake.'
Read More
Executive Suite

Corporate CU Assessments Handcuff Growth, Prompt Cutbacks

Replenishing the Corporate Stabilization Fund has been especially hard on small CUs.
March 3, 2013
CU executives hope NCUA Corporate Stabilization Fund assessments will help keep the CU movement healthy in the long term.
Read More

CU Marketers Take a Multichannel Approach

Three award-winning CUs use new and traditional tools to get the word out.
February 1, 2013
‘Marketing is only as effective as the people putting it together.’
Read More

CUs Looking for Lending Uptick in 2013

Focus on fundamentals and keep an eye on risk, lenders advise.
January 6, 2013
Credit unions expect modest loan growth this year as the economy improves.
Read More

Employee Fraud: Prevent the Inside Job

Employee theft increases during difficult economic times.
December 18, 2012
Employee theft causes more business bankruptcies than any other type of crime.
Read More

CUs Talk Tech Priorities for 2013

Mobile platforms, security, and member relationship management top the list.
November 19, 2012
“Mobile” is a key theme in the conversation, along with meeting member needs.
Read More

Improve Sales Culture to Boost Lending

Training can help staff turn member interactions into loan opportunities.
November 17, 2012
CUs have retooled to help staff recognize and act on lending opportunities that also benefit members.
Read More

Succession Planning: The Urgency Builds

As baby boomers begin to retire, CUs will see turnover at all levels.
September 1, 2012
Approximately 10,000 baby boomers will turn 65 every day for the next 18 years, reports the Pew Research Center.
Read More

heroes

What's Popular

Popular Stories

Recent Discussion

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.

Your Say: Who should be Credit Union Magazine's 2014 CU Hero of the Year?

View Results Poll Archive