Jamie Frogale, director of learning and development at Arlington Community Federal Credit Union, explains ways in which high-performing institutions support their employees, and benefits the organizations see as a result.
Many retail banks are missing the chief goal of onboarding, which should be to establish the bank as the customer’s primary cash management provider.
Rather than constantly focusing on technology to improve productivity, bankers should look to their own ‘knowledge workers’ – who are not always deployed in the most efficient manner.
To improve efficiency, bank managers should focus on teaching employees how to regain the 40% to 60% of their time they lose to interruptions.
If talent management and employee engagement are such pressing priorities, why do investments in HR technology keep getting pushed to the back of the queue? Maybe it’s time to build a compelling business case in the language executives can understand.
Every bank has idle staff time but the more productive institutions handle it with appropriate scheduling and training programs.
Managers who avoid taking action can leave an institution with underperforming employees who drag down overall results.
Encouraging branch staff to ‘go the extra mile’ for customers requires motivational leaders who are accountable for results.