Items Tagged with 'development'

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CUNA Marketing & Business Development Council Conference

CUNA MBD14 Underway

Nearly 450 CU marketers gather in Orlando for premier conference.
March 13, 2014
Scenes from opening night at the CUNA Marketing & Business Development Council's annual conference.
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Marketing Rock Stars

Selling the CU Experience

Award-winning marketers share their secrets to success.
October 29, 2013
Marketing and business development are about ensuring survival.
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Paul Phillips

A Heart for Service

CU leader embarks on bold effort to serve people who lack access to affordable financial services.
October 2, 2013
‘We’ve created an interdependency between the CU and community stakeholders.’
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CUNA Seeks Entries for 2013 CUNA ELLy Awards

Awards honor top CU trainers.
June 5, 2013
Entries must be received by July 31, 2013.
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Don’t Roll the Dice on Leadership

Embrace employees’ ambitions and provide a pathway for advancement.
May 1, 2013
Don’t force upwardly mobile employees to keep their intensions secret.
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Masters of Marketing

Council honors top marketers, business developers.
April 12, 2013
The CUNA Marketing & Business Development Council gave out its most prestigious awards during its 20th Annual Conference in Anaheim, Calif.
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CUNA Marketing & Business Development Council Conference

Follow the Laws of Branding

Business development staff are CUs’ branding ‘secret weapon.’
March 25, 2013
Smart CUs don’t push products; they promote their brands.
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The Road to Employee Engagement

When CUs develop leaders and build career plans, employee engagement takes hold.
February 11, 2013
Engagement is a byproduct of the development and career planning we provide employees.
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Rekindle SEG Relationships

Five ways to forge closer ties with select employee groups.
January 29, 2013
Use your top brand ambassadors to 'sound the drum' about your CU's products and services.
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Seven Steps to Better Business Development

Hire self-starters and don’t chain them to their desks.
January 15, 2013
CUs are realizing the importance business development, but aren’t sure how to approach it.
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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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