Items Tagged with 'washington'

ARTICLES

President's Perspective

Ready for Action After ‘Big Win’

The long-awaited tax reform proposal did not include CUs.
April 1, 2014
Banks will want to turn the tables now.
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Prepare for the End of Gridlock

The paralysis that has gripped Washington will end eventually. CUs must be ready when it does.
March 7, 2014
CUs must stay engaged in the process the entire time—an advocacy marathon, so to speak.
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Unite for Good

The Face of Advocacy

Winning the battle to maintain CUs’ tax exemption will allow CUs to continue help families in need.
March 1, 2014
The fight to maintain CUs’ tax exemption may be decided by Washington’s power brokers, but the decision ultimately will affect even the smallest among us.
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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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GAC 2013

New Faces in Congress Make D.C. Presence Critical

We must make our case for reducing the regulatory burden and enhancing the CU charter.
February 13, 2013
If we don’t set the agenda on Capitol Hill, our opponents will do it for us.
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Cheney Welcomes GAC Attendees

More than 4,000 CU managers, directors, and staff expected to attend.
March 18, 2012
We have clear opportunities to advance the CU agenda and ensure our message rises above that of the bankers.
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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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