Items Tagged with 'federation'

ARTICLES

CDFI Certification Helps CUs Spread Services Far and Wide

National Federation of CDCUs to host webinar explaining the certification process.
January 24, 2014
Grants help CUs develop sustainable programs for low-income members and communities.
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Community CU of the Year Awards

Home of the Second Chance: 'We Don't Judge; We Help'

St. Louis Community CU dials up efforts to serve the underserved.
January 22, 2014
'You have to fight inertia.'
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Thinking About CDFI Certification?

New grants will assist prospective community development CUs.
December 4, 2013
CUs with the certification have access to economic revitalization funding.
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Leading Edge

Federation: CUs Face ‘Historic Opportunity’

Working people have been disappointed or disenfranchised by large banks.
October 1, 2013
The need for safe and affordable savings, credit, and transaction services among low- and moderate-income communities is tremendous.
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Special Report

Sept. 11: Then and Now

Ten years later, the pulse of New York City is very much alive.
September 9, 2011
Cool, crisp, and cloudless is how Cliff Rosenthal recalls the start of Tuesday, Sept. 11, 2001. That soon changed.
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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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