Items Tagged with 'onboarding'

ARTICLES

Move Members from the Showroom to Your Lobby

CUs concede it’s a challenge to turn ‘indirect’ members into PFI members.
April 24, 2013
Use data from indirect loan applications to start your discussion with new members.
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CUs Exchange Onboarding Best Practices

Empower employees to serve new members during the account-opening process.
October 25, 2012
The first 90 days is crucial for making or breaking a new-member relationship.
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Only One Shot at a First Impression

Keep Bank Transfer Day momentum rolling.
March 12, 2012
First impressions are important. Over the years, astute observers have noted that you never get a second chance to make a first impression, and first impressions are often the most accurate.
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Bring New Members Onboard

Bank Transfer Day resulted in hundreds of thousands of new members. Now what?
March 1, 2012
CU marketers have been so busy trying to attract new members they’ve had precious little time to consider what might happen if they were wildly successful.
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‘Onboarding’ Clock Is Ticking

The first 60 to 90 days are critical for success.
January 13, 2012
By any measure, Bank Transfer Day must be considered a success.
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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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