Items Tagged with 'rewards'

ARTICLES

Five Steps to Social Media Success

Before jumping into social media, figure out what will work for your CU.
April 11, 2014
Your baseline content should focus on what affects members directly.
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Motivate with More Than Money

Financial rewards alone often generate only short-term boosts of energy.
January 14, 2014
Nonfinancial motivators often are more effective than cash in building long-term employee engagement.
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Social Media Fuels Relationship Loyalty Programs

Members benefit from linking all of their credit and debit accounts under one rewards umbrella.
June 28, 2013
‘Explain not just what to do but what the possibilities are.’
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Look Outside the CU Movement for Rewards Inspiration

Rewards programs are a go-to strategy across industries.
December 28, 2012
Nearly 90% of U.S. consumers participate in some type of rewards program.
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Optimize Your Card Portfolio: Four Steps

Evaluate risk, cut costs, and retool traditional promotions.
October 4, 2012
Don’t automatically exclude consumers with less-than-perfect credit.
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CU Spotlight

Local By Design 

Rewards program supports the local economy and nets $4 million in new credit lines.
October 1, 2012
Linda Douglas, vice president of marketing, Michigan First CU, Lathrup Village, talks about her CU's success.
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Boost Members’ Debit Card Use

Cash-based rewards programs provide immediate gratification.
June 28, 2012
Let members choose their own PIN, and get the cards into members’ hands right away.
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Durbin Amendment Shakes Up Debit Rewards

CUs reshape loyalty programs in anticipation of lower interchange fee income.
May 15, 2012
The Durbin amendment is like a big earthquake: Those closest to the event experience the most severe trauma. Those further away experience less shock but still feel uneasy.
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The ROI of Recognition Programs

June 15, 2010
Scrimping on employee recognition programs might be penny-wise, but it’s pound-foolish, agree human resource experts and practitioners.
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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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