Intentionality is the key to maintaining your relationships. Schedule a set date and time each month for a one-on-one meeting. Set an agenda to make sure important topics such as high payoff activities, behavioral and business goals are discussed. Consider these meetings non-negotiable and do not get in the habit of rescheduling, as this sends your team member the wrong message. [Continue]
This is a moment where community banks can ride this wave to poach some really good talent. On the technological front, there are folks who may have fast-tracked some of their technological strategies around disaster and continuity planning and equipment. [Continue]
While diverse hiring practices and an awareness of the growing demographic shift within the United States has lessened the gap between minority and non-minority bankers in the past several years, there’s still work to be done, particularly when it comes to including minority bankers in decision-making processes. [Continue]
Are you satisfied with how your organization measures employee performance? Performance management is meant to enable employees to perform to the best of their abilities while making everyone accountable for reaching their goals. It’s proactive, not reactive, and builds better manager and employee relationships. [Continue]
How exciting is it to roll out a new client offering? It is like that new car smell and getting the new iPhone folded into one! The anticipation of how “the product” will grow deposits, increase non-interest income and reduce expenses can be intoxicating. But how often is excitement (or even formal communication) about a new product offering spread throughout the entire organization effectively prior to launch? [Continue]
There are banks engaged in newsworthy initiatives all across this country. Maine’s Bangor Savings Bank caught my eye recently, not only because it provides tuition reimbursement, but because it has partnered with Husson University to allow its employees to earn undergraduate credit for work done at the bank. [Continue]
Just about every banker who has had to make a hire in the past year knows how daunting the task has been. From the top of the organizational chart to the bottom, finding a skilled worker to fill an open position is hard — and it might get worse. [Continue]
Workers are looking for advancement opportunities, a way to see that their efforts are making a difference in peoples’ lives, and a culture that fosters collegiality, growth and innovation. [Continue]
What steps can bank hiring managers take to help ensure they’ll have a pipeline of top talent ready? Experts offered tips on what’s worked well for them. [Continue]
We have all been there. A board reporting deadline looms and you are waiting on “Jacob” to provide his quarterly charge-off numbers. You are down to the wire and send him a quick email asking for an update. Within seconds, you receive an “out of office” message stating he will be gone through the end of the week. WHAT? [Continue]