Items Tagged with 'conversion'

ARTICLES

Top 10 Stories of 2013

Strategic planning, lending challenges were among the top issues facing Credit Union Magazine readers.
January 8, 2014
Strategic planning, lending challenges among top issues facing CUs.
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'It's More Than the Core'

Keep member disruptions to a minimum during core conversions.
February 1, 2011
The core is more than just the system that tracks transactions. It touches all delivery channels.
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'New System Under Construction'

Core conversions require top-notch communication and planning.
January 21, 2011
Core conversion success depends on the combined efforts of the CU and the conversion team.
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‘No Such Thing’ as an Easy Core Conversion

If you let things slide, you risk ‘having a wave come over your head.’
January 3, 2011
Keys to conversion success including staying on course, communicating regularly to employees—and trying to make the process fun.
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Don't Get Dust in the Server & Other Core Conversion Lessons

Share One CEO finds that sacred cows make delicious hamburgers.
December 23, 2010
Done right, a core processing conversion can be more than a technology upgrade. It can transform a CU.
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Building a Better Core

Employee involvement is an essential part of a successful core conversion.
December 1, 2010
Converting to a new core processing system—although difficult, time consuming, and expensive—can yield big dividends.
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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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