Items Tagged with 'children'

ARTICLES

Meet the Needs of Evolving Member Households

CUs should gear their strategies and products toward population and cultural shifts.
March 21, 2013
Statistics outlined in a new U.S. Census report have far-reaching implications for CU membership growth and marketing strategies.
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GAC 2013

Maxwell, Herring Winners Reflect CU Principles

Host of innovative initiatives demonstrate CUs’ dedication to social responsibility.
February 13, 2013
Host of innovative initiatives demonstrate CUs’ dedication to social responsibility.
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Census: U.S. Households Older, More Diverse

The prevalence of married households has declined from 71% in 1970 to 49% in 2012.
January 3, 2013
The share of U.S. households headed by a white non-Hispanic adult fell to 69% in 2012, down from 75% in 2000.
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Water, Water Everywhere

How is a flood of retirement issues and the changing American family affecting your members?
December 19, 2011
Focus on communication, collaboration, and mutual understanding to meet members’ needs.
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Let's Play Ball!

Family income and educational background largely determine which kids succeed and which strike out.
October 23, 2011
On deck this week: The interrelation of productivity, wages, and marriage—as seen through the lens of major league baseball.
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Growing Younger

Several programs help CUs attract younger members.
September 26, 2011
'How do we get more young people to become members?' That’s more than just the topic du jour for credit unions. It’s a strategic imperative.
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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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