Items Tagged with 'services'

ARTICLES

Lending on the Mend

CU lenders say auto, mortgage, and unsecured loans will be bright spots in 2014.
November 1, 2013
The 2014 lending forecast is as optimistic as it has been for a few years.
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Advice For Instant Millionaires

October 22, 2013

Understand Your Sales Culture

Ultimately, CUs should identify and address members’ underlying financial needs.
October 22, 2013
Creating a sales culture involves many puzzle pieces, according to “Recipes for a Sales Culture,” a white paper from the CUNA Operations, Sales & Service Council.
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Community CU & Growth Conference

CO-OP Financial Services Awards 16 Scholarships for Community CU & Growth Conference

This is the fourth-consecutive year the company has sponsored scholarships for this conference.
October 2, 2013
Attendees will create ready-to-implement action plans to help their CUs reach their full potential.
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Fee or Free? Let Members Choose

Four-part ‘fee avoidance’ strategy helps CUs develop strong member relationships.
July 19, 2013
‘Menu-based’ pricing helps CUs generate income in a fee-averse environment.
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Prepare for the ‘Tidal Shift’ Shaping Financial Services

Highlights from CFSI’s Underbanked Financial Services Forum.
June 13, 2013
Mobile services, hybrid cards help lenders serve underbanked consumers.
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Nontraditional Services Build Trust

Meet more of your members’ needs by offering insurance and investment services.
May 28, 2013
'Our licensed agents are all salaried CU employees.'
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Tell, Don't Sell

CUs boost income with member-friendly investment and insurance services.
May 27, 2013
'Fees' not necessarily a four-letter word when linked with member-friendly services.
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CUs Protect Members From Identity Theft

The crime strikes more than 12.6 million people every year.
April 1, 2013
The effects of identity theft are both personal and prolific.
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Why CUs Are Vital

How we’ll compete with larger entities in the future.
March 19, 2013
Making local decisions that support member needs is part of our DNA.
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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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