Articles by Bill Hampel

Net Income Will Gain Momentum

Net income should be 60 bp of average assets this year and 70 bp next year.
June 2, 2011
You might be surprised by CUNA’s economic forecasts for 2011 and 2012.
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On the Mend

Word of the economic recovery is spreading.
January 31, 2011
Growing signs point to a strengthening recovery in 2011.
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Assessments Less Onerous for CUs Than Banks

CUs likely will pay about one-third less than banks over the next 11 years.
November 30, 2010
NCUA assessments are expected to total 90 bp of insured shares by 2021 vs. 144 bp for banks, a CUNA white paper reports.
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Today’s ‘Deborrowing’ Consumers

This might be the first year since 1980 that CU loans outstanding declined during the year.
November 1, 2010
The extent of consumers' deleveraging has surprised economists.
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A Tale of Two Insurance Funds: NCUSIF vs. FDIC

Costs will be 60% greater to replenish bank fund than for NCUSIF.
October 14, 2010
There's a good chance the ultimate remaining cost will be closer to $5 billion than $8 billion, although this won’t be known until late in the remaining 11-year life of the stabilization program.
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A Tale of Two Funds

What will future losses at NCUSIF and FDIC look like?
September 20, 2010
Future deposit insurance premiums are uncertain, both for institutions insured by the National Credit Union Share Insurance Fund and by the Federal Deposit Insurance Corp.
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Time to Rethink Mortgages

CUs originated, and sold, record volumes of first mortgages in 2009.
August 2, 2010

Forecasting the 2010 NCUSIF Premium

August 1, 2010
The premium, assessed later this year, likely will be 6 bp to 10 bp.
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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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