Credit Union Magazine

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April 2014

In This Issue

Let’s Honor Our Heroes

Help us decide who’ll be the next CU Hero of the Year. Read More

Ready for Action After ‘Big Win’

Banks will want to turn the tables now. Read More

Capital Plan Creates Grave Concerns

‘The clock is ticking: The comment period on this proposal expires May 28.’ Read More

A Wall of Inspiration

See more inspiring Unite for Good stories and photos on display during upcoming CUNA conferences. Read More

Can You Measure Social Media's ROI?

Most CUs must make giant strides to broaden their audience to maximize their social media efforts. Read More

The Versatility of Social Media

Social media plays a role in customer service, crisis management and advocacy. Read More

The Price of Top Talent

Provide clear career paths or employees will find them elsewhere. Read More

Consider the Risks Before Serving Marijuana Businesses

But it’s up to each institution to decide whether it’s worth the risk. Read More

Review Foreign Sanctions Evaders List

OFAC publishes a list of foreign individuals and entities determined to have violated U.S. sanctions on Syria or Iran. Read More

Compliance Q&A: Regulation B

Does Regulation B permit creditors to charge members a fee for photocopies of appraisals? Read More

Preparing for the Next Merchant Data Breach

Educating members about protecting their accounts and identities from theft is a critical loss prevention strategy. Read More

A CUSO Evolution

The growth of CUSOs has mirrored the challenges and issues CUs have faced over the years. Read More

Biometrics Catalyze CES Conversation

Security tool must augment security, enhance convenience and efficiency, and minimize liability. Read More

Six More Weeks of…Loan Payment Relief

Novel loan promotion has members rooting for six more weeks of winter. Read More

‘Project Money’ Participants Stage $44,000 Turnaround

CU program puts members on solid financial footing. Read More

Insurance Sales Boost CU Income

Revenue from insurance sales is the 'gift that keeps on giving.' Read More

Master Policy Provides Clarity, Certainty

Policy Commitment Letter strengthens member relationships. Read More

Stay Ahead of New Marketing Trends

CUNA offers a number of opportunities for marketing professionals to learn and grow. Read More

World Council Efforts in Kenya Encourage Access and Democracy

African CUs, called SACCOs, give many citizens their first experience in community grassroots democratic decision making. Read More


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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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