Items Tagged with 'relationships'

ARTICLES

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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Cupid and the Cubicle

Workplace romance is inevitable—so be ready when love becomes a liability.
April 26, 2013
Up to 40% of employees admit to dating a co-worker.
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Humanizing Service in the Age of Technology

Personalize the banking experience to enhance member relationships.
March 7, 2013
As much as technology can minimize human interactions, it can also help CUs strengthen member relationships.
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Courting Disgruntled Bank Customers

Focus on delivering the CU difference to all members every single day.
February 10, 2013
Jilted consumers have many things to consider when severing bank relationships.
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Training Helps Create ‘Extreme Lending’ Success

Any conversation with a member can be a lending opportunity.
December 21, 2012
'We wanted to develop consultative, lasting member relationships for a lifetime.'
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Book Reviews

'Trust Agents'

April 24, 2012
Today's online influencers are Web natives who trade in trust, reputation, and relationships—using social media to accrue the influence that builds up or brings down businesses online.
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Are You Ready for 2012?

Keep four themes in mind as the New Year approaches.
December 6, 2011
How will CUs respond to renewed consumer interest so they can grow, retain their member bases, comply with regulations, manage risk, and deliver services members want?
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Five Tips to Generate Sales in Any Economy

One cardinal rule of effective selling is 'Don’t say no for them.'
September 22, 2010
If your staff can sell now, they can sell in any economy.
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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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