Articles from our Experts in Compliance

Examining Risk

March 01, 2014
Risk is the four-letter word first and foremost in every regulator’s mind. READ MORE

Integrated Mortgage Disclosures Improve Clarity

February 16, 2014
CFPB’s consolidated final rule streamlines TILA/RESPA requirements. READ MORE

Mortgage Servicing Rule: A Moving Target

October 01, 2013
The CFPB revisions to the mortgage servicing rule demonstrate the agency’s attentiveness to lenders’ concerns. READ MORE

Get Your Whole House in Order

September 16, 2013
Two areas warrant the particular attention of CU staff: fair lending policies and HMDA accuracy. READ MORE

CFPB’s Exam Procedures Are Valuable Tools

August 18, 2013
Review them to survive the tidal wave of new regulations and bolster your compliance efforts. READ MORE

Skirting Around Dress Code Discrimination

August 01, 2013
During the summer, employers often are confronted with sticky situations involving the application and enforcement of workplace dress codes. READ MORE

Regulatory Compliance for Investments

July 31, 2013
CUNA expects NCUA to issue additional guidance on how to comply with its new investment rules. READ MORE

Agency Protects Stay-At-Home Spouses

July 24, 2013
Regulation Z amendment allows card issuers to consider a working spouse's income as that of the applicant's under certain conditions. READ MORE

When You Are—And Aren't—A Loan Originator

July 22, 2013
The loan originator compensation rule has a lot of moving parts that will require changes at most CUs. READ MORE

Get Your 2013 Mortgage Lending Almanac

July 22, 2013
New rules will recast mortgage lending from application to servicing. READ MORE

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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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