Articles by Lora Bray

A Bit of Unpleasantness

Do privacy violations at your CU leave members feeling trapped?
May 21, 2012
Reports of consumer loan fraud rose 127% from 2010 to 2011.
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How Does Your Garden Grow?

CUs invest in members to sow the seeds of success.
May 14, 2012
Meeting members’ needs is like gardening: Each requires nurturing, patience, and persistence.
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Monitor Risks as Employees Use Social Media

Your policies should inform employees that they’re responsible for the content they post on social media sites.
May 11, 2012
Fewer than 30% of large organizations will block employee access to social media sites by 2014, according to Gartner. That’s compared with 50% just two years ago.
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In the Deep Freeze

Icy news still pervades the unemployment front.
May 7, 2012
Also chilling is research regarding consumers’ spending and savings habits.
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It's Not Confusing; It's Confucius!

‘Reviewing what you have learned and learning anew, you are fit to be a teacher.’
May 1, 2012
What can we learn from past mistakes in the mortgage arena?
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A Bridge Too Far

Dental miscue reveals risks of multi-tasking.
April 30, 2012
Wise information management will lead to a clean bill of health.
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The Guest in the Garage

Fresh solutions come from approaching business issues with a knowledge and understanding of the facts.
April 16, 2012
Finding answers to our problems may take time, trial, and error, but performing due diligence is a great start.
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Don't Throw Tomatoes During Difficult Conversations!

How do you help members deal with sensitive financial issues?
April 9, 2012
Nearly three-fourths of retirees don’t regularly discuss their personal finances with family.
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It's Tea Time!

Settle back, tea cup in hand, as you review this week's research.
April 2, 2012
Our cup runneth over with information about the economy, employment, and healthcare.
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That's What Friends Are For

Mentoring arrangements benefit all involved parties.
April 1, 2012
This week’s survey findings examine mobile banking, budget issues—and a brief about young adults moving home that may surprise you.
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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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