Items Tagged with 'transaction'

ARTICLES

Five Reasons CUs Can’t Afford to Wait on Mobile

Already a game-changer, mobile technology’s impact on financial services has only begun.
February 12, 2013
Members increasingly rely on the mobile channel as their primary form of communication.
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Combine Member Information with Sound Judgment

CUs are taking a more personal approach to member service.
January 6, 2013
Investing in member-centric strategies can ensure a CU’s long-term competitiveness.
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Workforce Utilization Part II

Calculate Your Scheduling ROI

Workforce utilization analysis helps CUs find opportunities to rein in labor costs.
February 24, 2012
Failing to optimize workforce productivity leads to further squeezing of already tight margins.
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Performance Data: Your Best Information Is Inside Your Branch

Use branch data to pinpoint labor costs, productivity, and other measures.
September 30, 2011
While collecting, analyzing, and using internal metrics isn’t a simple task, this highly focused information is invaluable.
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Compliance Q&A: FACT Act

FACT Act risk-based pricing regulations go into effect on Jan. 1.
October 26, 2010
What are the timing rules for the FACT Act risk-based pricing regulations that go into effect Jan. 1, 2011?
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Multitasking Branches

As basic transactions go online, branches are adding movie nights, free Wi-Fi, and kids’ playrooms.
October 1, 2010
Ten years from now, members might be more likely to visit your branch for mocha lattes than for money orders.
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CUs Catch Mobile Wave

U.S. institutions are gaining on the rest of the world.
August 2, 2010
Last October, I was in Kenya with World Council of Credit Unions representatives. As I bounced along a rural road outside Nairobi, two of my Kenyan traveling companions had this conversation:
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CUs Catch Mobile Wave

August 1, 2010
U.S. institutions are gaining on the rest of the world.
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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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