Articles by Brad Pricer

Health-Care Reform Offers Opportunities

Like it or loathe it, the Affordable Care Act has arrived—so make it work for your CU.
August 1, 2013
While health-care reform means new oversights, obligations, and work, it can create opportunities for credit unions prepared to harness them.
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Manage the Changing Employee Benefits Landscape

Last year brought some of the most sweeping changes ever in health and welfare plans.
March 14, 2011
From a compliance perspective, 2010 brought some of the most sweeping changes for health and welfare plans we’ve seen in decades.
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Tell Staff About Health-Care Changes

Tell employees about new requirements under new health-care legislation.
November 10, 2010
Staff should know that medicine purchased after Dec. 31, 2010, will require a prescription to be eligible for reimbursement from an FSA, HRA, or HSA.
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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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