Hiring & Retention

What employees want

We have heard a lot about the Great Resignation; well, I just learned that all those people who are quitting their jobs are not necessarily happy with their decisions. Johnny Taylor, the president and CEO of the Society for Human Resource Management, declared recently that 72 percent of those folks regret their decision. For those looking to attract or keep employees, he also offered insight into workforce desires. [Continue]

Community bankers utilize creativity, persistence to fill talent pipeline

Last fall, 73 percent of employers reported difficulty finding employees, and nearly the same number of employers expect that difficulty to continue. In order to compete for talent, community bankers have had to get creative and strategic by partnering with nonprofits, state bankers associations and institutions of higher learning. [Continue]

Minnesota’s Bridgewater Bank takes culture, growth seriously

Mary Jayne Crocker, executive vice president and chief operating officer at Twin Cities-based Bridgewater Bank, speaks about the bank’s unconventional culture and how it attracts and retains talent. Transparency, accountability, continuity and recognition all play important roles, from onboarding to discerning when an employee is no longer a cultural fit. [Continue]

More than money needed to attract talent

Recruiters say a complicating facet of attracting and retaining key bank employees is a surplus of retirement-age bankers and the deficit of college graduates entering the industry. Stuart Kazor at Omaha, Neb.-based financial recruiting firm Adams Inc., noted other industries or roles, especially fintechs and IT positions, are more lucrative. [Continue]

Find talent beyond your pre-pandemic scope

Businesses across the country have reported that they are struggling to hire, and the banking industry is certainly not immune. In what has been dubbed “The Great Resignation,” this has become a reflection of the shifting priorities of employees.  In a survey by CreditKarma, 41 percent of U.S. workers are considering leaving their current job within the next six months. The current pressure that banks are feeling to hire may be only the tip of the iceberg between not being able to fill open roles and the potential that existing employees may leave.  [Continue]

Who’s the best person to coach your winning team?

To succeed in business, one must be competitive, nimble and always on the lookout for the Next Big Thing. It’s no different in banking, especially as the pandemic increased people’s use and acceptance of digital tools. What does that mean for today’s managers? More pointedly, perhaps I should ask: What does that mean for tomorrow’s managers? [Continue]

Foster trust in order to delegate successfully

When you’re on vacation, are your coworkers or direct reports frequently contacting you for solutions to normal work issues? The good news is that you are in the driver’s seat when it comes to empowering your team to make decisions in your absence. [Continue]

Recognize what women want, and need, to succeed

We can attest to how the banking industry has developed and supported the women in its ranks. The industry’s commitment to helping women succeed is being put to the test as we approach 2021. I encourage everyone to think and act boldly to consider what changes you can make to policies or expectations so that we all continue to celebrate and support the talented women at your bank. [Continue]

Project struggles are real, and can be overcome

I am leading up a SharePoint project that includes several department heads within the bank. Most on the team work very well together and are hitting their deadlines but I am struggling with one department head. He consistently misses meetings and has not met one deadline. How do I handle this when he doesn’t report to me?  [Continue]