CUNA Inc. Corporate Privacy Policy

Website Privacy Policy

Because the privacy of our members and other visitors to this website is of the utmost importance, Credit Union National Association has adopted the following privacy policy:

  1. Affiliate Information Areas: Credit Union National Association collects and stores for staff use only information such as names, addresses, phone numbers, e-mail addresses, user ids and passwords of members who register to access the affiliate-only areas of the website. We may use this information in surveys to improve the quality of website information and services to members.

    This information is never sold, given, or disclosed to third parties.

  2. General Information Areas: Credit Union National Association collects information on domain names and dates and times of website visits. This information allows us to track website use, measure site traffic, and improve site navigation and information. CUNA may use a third party service to track and analyze use of its site.

    This information is never sold, given, or disclosed to third parties.

  3. On-line Registration: PGP protocol encrypts registration information when you submit it.

    This information is never sold, given, or disclosed to third parties.

  4. E-mail: Credit Union National Association may use feedback information from members and non-members to respond to inquiries, comments or suggestions.

    This information is never sold, given, or disclosed to third parties.

For your convenience, this site includes links to third party sites. CUNA does not control these third party sites. CUNA does not maintain or control privacy or security on these sites, and as such, makes no guarantees as to the privacy of any information you may provide or disclose while on these sites. Third party products or services discussed on these sites are not endorsed by CUNA or its affiliates, unless a formal endorsement relationship exists with the third party vendor. If you have any question whether a product or service is formally endorsed by CUNA you may contact

Please send your questions and comments about our website privacy policy to the Webmaster.


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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 ( 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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