Items Tagged with 'design'

ARTICLES

Brent Dixon

In Constant Pursuit of Good Design

Delight and happiness are tools used to design good CU experiences.
October 2, 2013
‘It’s ok to positively disrupt the system.’
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Tomorrow’s Branch

CUs try to maintain that personal touch as they build high-tech branches.
December 12, 2011
The challenge for CUs is to integrate technologies, increase efficiencies, and still deliver high-touch service when members want it.
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BAI Retail Delivery

It’s Time to Deconstruct the Branch

The traditional branch model has outlived its usefulness.
October 11, 2011
Today’s banking experience is less about place and more about touch points. Deconstructing the branch allows financial institutions to match these touch points to customers’ needs.
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CU Branches Out

Innovative design features teller-less branches staffed with personal financial representatives.
September 26, 2011
New branch design frees up staff for solutions-based interactions with members.
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Branch Design Traditions to Abandon

Discarding outdated branch design helps CUs improve the member experience.
July 14, 2011
Consider members’ path through the branch, including 'sight lines' and 'dwell zones.'
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Gift Cards Go Mainstream

CUs cash in on gift cards’ convenience and contemporary designs.
December 1, 2010
CUs cash in on gift cards by using offerings and insights from CU-oriented vendors.
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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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