As the face of a credit union to its members, employees play a direct and critical role in the institution’s success. Keeping employees motivated, happy and engaged should therefore be top of mind for credit union management. Following are some ways that this can be done.
By sharing company goals and status updates, credit unions can help employees see how their jobs and responsibilities play into the bigger picture. This can be a big motivator for employees who want to truly make a difference.
Promote From Within
Let employees see that opportunities exist to grow within the organization. This keeps their focus on staying with the credit union rather than leaving in order to expand their horizons.
Invest in Employee Training
People appreciate knowing their employers believe in them enough to pay for training and education. This can strengthen employees’ loyalty and also better arm them with the skills they need to perform their jobs.
Invest in the Right Tools
Instead of relying on outdated systems that are cumbersome and do not effectively address member or employee needs, credit unions should put time and money into newer systems and processes. When work can be made more efficient, employees can feel a greater sense of accomplishment at the end of the day.
Ask for Input and Take It
Every employee in a credit union has a unique perspective on how things work—or don’t—and can offer valuable insights to managers. When looking for ways to improve, managers are encouraged to ask the opinions of their employees on what can be helpful. This simple act alone can empower people, but when their suggestions or ideas are used in some form in an actual change, the boost is even greater.
Look for the Good
Managers should always be on the lookout for someone doing something right. Catching employees in the act and acknowledging right then and there does wonders for people’s morale. Casual “atta-boys” go a long way, as do other reward mechanisms, such as additional time off or recognition at a staff meeting.
Sometimes people do need guidance, but how that guidance is given can make all the difference. Any critiques should be couched in a guiding and mentoring approach and philosophy.
Employees who feel treated like real people by managers will be more engaged in their jobs. Managers should get to know employees on a personal level and let employees know them as such as well. These seemingly simple acts go a long way toward making employees feel like people, not just workers.