Articles from our Experts in Compliance

Compliance Management Programs

November 19, 2012
The CFPB has taken the Federal Reserve and Basel guidance and integrated it into its examination procedures READ MORE

Lending Compliance Takes a Detour

November 01, 2012
CUs now can find the lending solution that is right for members. READ MORE

SAFE Act Audit Deadline Approaching

September 18, 2012
The SAFE Act requires that credit unions subject to the Act’s requirements conduct an annual independent test. READ MORE

Think Twice Before Rejecting Criminals

August 01, 2012
The Equal Employment Opportunity Commission provides only a general outline for how employers should move forward. READ MORE

Three Additional Rules From CFPB

July 20, 2012
The Consumer Financial Protection Bureau addresses mortgage originator standards, high-cost mortgages, and escrow accounts. READ MORE

Care About the Rule-Making Process

July 02, 2012
Proposed rules are important to follow in this compliance environment. READ MORE

NCUA Responding to CU Exam Issues

June 13, 2012
The most efficient examinations are ones in which credit union officials and examiners treat each other as professionals and respect each other’s informed points of views. READ MORE

CFPB Will Keep CUs Busy

May 21, 2012
Agency puts priority on consolidated mortgage disclosures. READ MORE

CFPB Issues New Remittance Transfer Rule

May 14, 2012
Understand the basics before the February 2013 compliance date. READ MORE

Self-Audit With Care

April 16, 2012
During the past two years, U.S. Immigration and Customs Enforcement has shifted its focus from individual undocumented workers to those who hire them. 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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