Items Tagged with 'workers'

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Movement is Life

Help staff be happier and healthier in 2014.
February 4, 2014
One-fifth of workers plan to change jobs this year.
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Taking the Leap

Consider how your CU can help members find happy financial landings.
October 2, 2013
‘The line between failure and success is so fine that we scarcely know when we pass it.’
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Ephemeral or Harbinger?

How many consumers join to secure an auto loan—and then go dormant?
March 11, 2013
Let your CU be a harbinger of better times for your members as opposed to a fleeting vision of delight.
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Getting a Good Stretch

While CUs bend over backwards to serve members, many employees are stretched thin.
March 6, 2013
Many consumers are over-extended with payday loans.
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Staff Turnover to Rise as Economy Improves

Overall CU employee turnover rate was 10% in 2011, down from 12% in 2010.
January 15, 2013
Expect dissatisfied, stressed workers to seek job opportunities elsewhere when hiring picks up.
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Four Hands, 88 Keys

‘Treat your customers like lifetime partners.’
December 4, 2012
Consider the value of your partnerships, and realize it takes two to succeed.
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Don't Throw Members Under the Bus

How might your CU best relate to members in crisis?
November 5, 2012
Good customer service requires genuine empathy, compassion, information, timeliness, and a desire to assist.
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Service Without Reservation

A recent trip to the luxurious Broadmoor Hotel offers value lessons in outstanding service.
July 2, 2012
How might your CU create superior member service interactions that ensure loyalty and promote member growth?
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Can't See the Forest for the Trees?

Focusing on the miniscule can keep you from seeing the readily apparent.
March 5, 2012
Keep purpose constant in your big picture strategies and tend to small details as warranted.
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Unhealthy Workers’ Absenteeism Costs $153 Billion

About 86% of full-time U.S. workers are above normal weight or have at least one chronic condition.
December 21, 2011
The high percentage of staff with poor health is a significant drain on productivity.
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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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