Articles from our Experts in Compliance

Battle Workplace Bullying

August 24, 2011
This year, legislatures in at least 11 states, from New York to Washington, are considering legislation to prohibit bullying in the workplace. READ MORE

The Cost of Compliance

August 11, 2011
Credit unions can't ignore the cost of compliance and the need to budget for it. READ MORE

Reg Z Rate Changes

July 18, 2011
The Federal Reserve Board issued a Regulation Z final rule in March 2011 clarifying prior rules related to the Credit Card Accountability, Responsibility, and Disclosure Act. READ MORE

CUNA’s Interchange Push

June 24, 2011
Job one: Preserve as much fee income as possible. READ MORE

The Story of the Evil Weasel

June 14, 2011
In an epic battle between an evil weasel and elected officials, bet on the weasel. READ MORE

Ready for July 21?

June 11, 2011
July 21, 2011, is a significant date for all credit union compliance staff. Why? READ MORE

Compliance Trouble Spots Could be Behind You

March 08, 2011
If you don’t conduct a compliance review, you could quickly be out of compliance. READ MORE

Here Comes GINA

January 31, 2011
Act prohibits the use of genetic information in employment decisions. READ MORE

Addressing Interchange Fees & NCUA Concerns

January 31, 2011
CUNA is pursuing dramatic improvements in the Fed's debit interchange fee proposal. READ MORE

Fed Issues Final Mortgage Rules

January 10, 2011
Final rule applies to all consumer mortgages secured by the borrower’s principal dwelling, whether the transaction is a closed-end mortgage or a home equity line of credit. 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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