Items Tagged with 'policy'

ARTICLES

Master Policy Provides Clarity, Certainty

Policy Commitment Letter strengthens member relationships.
April 21, 2014
Policy Commitment Letter strengthens member relationships.
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GAC 2014

‘Our Mission is to Protect CUs’

Our nation’s policy makers must understand and appreciate our cooperative business model.
February 13, 2014
The education process with policy makers begins right here in Washington at the GAC.
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Finding Hidden Treasures

Both jobs and volunteer opportunities are valuable commodities.
September 13, 2013
‘Individual unemployment is the strongest predictor of default.’
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Will the Fourth Time Be a Charm?

The Fed’s QE-4 plan will keep pressure on CUs’ net-interest margins.
February 11, 2013
The Fed is saying it’s willing to accept an inflation rate that is higher than its target of 2%.
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Use Social Media Wisely

Should you allow employees to access social media outlets using CU resources?
April 16, 2012
Failure to clearly outline the CU’s social media use expectations through a written policy can significantly increase risk.
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Special Report: America's CU Conference

Giving Good Governance

Filene fellow stresses the importance of continuity in leadership.
July 1, 2011
If everyone looks like you in the boardroom, your board needs a greater diversity of skills and experience.
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Seven Questions to Ask Before Developing a Social Media Policy

Crafting a social media policy is premature unless the policy designers answer these critical questions first.
May 13, 2011
Approach social media using an organized and planned approach, consistent with the organization's mission, strategy, and values.
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Develop an Effective Social Media Policy

Manage the risks when your CU tweets, blogs, or chats.
February 14, 2011
Thoroughly evaluate four areas of potential risk before engaging in social media.
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Social Media Policies: 14 Key Guidelines

Make social media policies a subset of your overall business strategy.
September 7, 2010
Are written social media policies necessary? Yes, according to a CUNA Councils white paper.
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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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