Items Tagged with 'CDCU'

ARTICLES

Putting the 'Personal' in Personal Finance

'I work for the CU but I’m not here to sell you on the CU, I’m here to help you.’
March 1, 2014
St. Louis Community CU’s educators must bridge the wide trust gap that exists between the underserved and financial institutions.
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Reviving the Spirit of St. Louis

St. Louis Community CU offers a gateway to hope, dignity, and affordable financial services.
March 1, 2014
Serving the underserved can be a viable business strategy.
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Thinking About CDFI Certification?

New grants will assist prospective community development CUs.
December 4, 2013
CUs with the certification have access to economic revitalization funding.
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CDFI Fund Makes a Difference for Communities

CUs' work in underserved areas ‘tells a great story.’
June 18, 2013
Fifteen CUs received $13.7 million in financial assistance and $678,000 in technical assistance from the fund in 2012.
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Federation Receives Grant for Shared Banking Platform

Seed capital will help smaller CUs work together.
June 17, 2013
Federation also receives $125,000 award for leadership program.
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Small CUs Seek Ways to Work Together

Avoiding mergers or liquidation may require greater cooperation.
June 17, 2013
"As each CU disappeared we said, ‘soon, we will be next.' ’’
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Serving Low-Income Populations Requires Innovation

‘We must be creative at applying the tools we have as effectively as possible.’
June 17, 2013
Low-income consumers need relief from payday lenders, more public and private investment, and greater access to mainstream financial products and services.
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Why Financial Empowerment Matters

Consumer financial education amplifies the impact of other social programs.
June 14, 2013
Combining workforce development with financial counseling can prevent people from needing additional government help.
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How to Build Community Partners

‘The only ones that work are those where everybody gets value.’
June 14, 2013
Cooperation was a central theme of the Federation’s 2013 Annual Conference in Baltimore.
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Reach the Underserved

Tips for CUs from a public policy innovator.
June 13, 2013
The quality of your offerings is irrelevant if you don’t get them in front of those who need them.
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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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