Items Tagged with 'default'

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Survey: Young Credit Card Users are Better Credit Risks

Middle-aged consumers are more likely to have a serious delinquency than 19-year-olds.
December 7, 2013
Those who obtain credit cards early in life tend to be better credit risks in the long-term.
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Help Underwater Members Before Mortgage Rates Rise

CUs can come to the rescue with a refinance-to-modification option.
August 5, 2013
The refinancing boom is ending, so help underwater members now.
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The Growing Student-Debt Burden

Student loan debt is increasing, and students are spiraling into delinquency and default.
September 6, 2011
The statistics on national student loan debt are alarming.
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Student Loan Default Rates Increase

Borrowers at for-profit schools represent growing share of defaults.
September 21, 2010
U.S. Secretary of Education Arne Duncan announced that the fiscal year 2008 national student loan default rate is 7%, up from 6.7% as of fiscal year 2007.
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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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