Items Tagged with 'nonmembers'

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2013-2014 CUNA Member and Nonmember Survey Results

Lack of CU Awareness Persists

Seventy-one percent of nonmembers age 18 to 24 are not familiar with CUs.
July 31, 2013
The importance of turning nonmembers into members, especially young adults, can’t be overstated.
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CUNA's Member & Nonmember Survey Results

Does College Make a Difference?

College students are more likely than noncollege students to be credit union members.
July 30, 2013
College students are much more likely than noncollege students to have bank accounts.
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Bank Transfer Day: One Year Later

CUs are on track to add 2.3 million members in 2012.
October 17, 2012
The movement has seen some very good membership numbers since November 2011.
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What’s in a Name?

 The term ‘member’ can imply barriers to admission.
July 12, 2012
Nearly 70% of nonmembers ages 18 to 24 are “not at all familiar” with credit unions. And nearly 80% of consumers in that age group don’t know if they’re eligible to join.
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Turn Nonmembers Into Members

Potential members are willing to switch financial institutions for convenience and free ATMs.
August 10, 2011
As banks rebound, did CUs miss the perfect opportunity to grow marketshare?
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CU Members Today and Tomorrow

Aging membership requires CUs to seek out younger, more diverse groups.
August 8, 2011
"If we're not growing, we're rotting," CUNA researcher says.
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What Do Consumers Want From Their PFI?

The branch is still vitally important to some members.
June 9, 2011
Key differences exist between what younger and older consumers want from their primary financial institution.
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Member Growth Strategies

CUNA survey reveals low awareness of CUs, changing attitudes, and fickle financial preferences.
May 27, 2011
Highlight the key features nonmembers say would persuade them to join a CU.
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Age and Awareness

The disturbing truth: 69% of nonmembers age 18 to 24 know very little about CUs.
May 15, 2011
Attracting younger members can be tough when more than two-thirds of nonmembers age 18 to 24 know very little about CUs, according to CUNA's latest research.
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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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