Items Tagged with 'cardholders'

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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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Segmentation Sparks Growth and Member Loyalty

Data analysis tailors marketing messages to the most receptive members.
March 22, 2014
Analysis aids segmentation, which has become the magic word in credit card marketing.
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Innovative CUs Draw Up New Lending Approaches

Successful lenders are proactive and creative—and they don’t think ‘risk’ is a four-letter word.
December 27, 2012
Lending innovators spot—and act on—opportunities to make loans and boost the bottom line.
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Optimize Your Card Portfolio

Four things to know to build a sustainable credit card program.
December 12, 2012
Best practices for developing a modern payment 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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After the CARD Act

The 2009 Credit CARD Act set out to curtail abusive industry practices. What was accomplished and will more reform be on the way?
May 27, 2011
The industry has seen significant improvements since the legislation went into effect. But card issuers are finding new ways to recoup lost revenue.
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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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