Items Tagged with 'private'

ARTICLES

Responsible Approach Leads to Student Loan Success

Portfolio limits, consistent underwriting standards leads to healthy private student loan program.
February 13, 2014
Members are going someplace for student loans—why not your CU?
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Student Loans: ‘What Are You Waiting For?’

Determine how private student loans fit into your business model and strategy.
November 14, 2013
Consolidating student loans can help both CUs and borrowers, but make sure members know what they may be giving up.
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CUNA Lending Council Conference

CUs Missing Out on Student Loan Opportunity

Panel schools conference attendees on benefits of private student loans.
November 12, 2012
Why do less than 0.5% of CUs offer private student loans?
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Students Assume Greater Share of College Costs

CUs and college students are in desperate need of each other.
August 24, 2012
Lack of understanding about private student loans can lead to serious financial problems after graduation.
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Sorting Out the Schools

September 1, 2011
Simply choosing a university is more complicated today than it has been in the past.
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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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