Items Tagged with 'subprime'

ARTICLES

Underbanked Consumers: The Next Frontier?

Unchartered territory may yield exciting opportunities for CUs.
February 1, 2013
The underbanked market shows promising revenue growth.
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The Promise and Peril of Subprime Lending

Embrace C-, D-, E-tier members—to grow loans and to serve a greater swath of members.
January 1, 2013
CUs are ‘stabbing each other in the back’ with low-rate auto loans for top-tier members.
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Grow Your Subprime Lending with Confidence

There are ways to lessen the risks associated with subprime lending.
November 25, 2012
The cornerstone of managing auto lending risk is protecting collateral.
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Subprime Auto Loan Market Holds Promise

But be careful and don’t stray too far from your current membership base.
November 23, 2012
'To do it right, credit unions need to hire experienced people to work with them on entering the subprime market.'
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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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