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4 Ways to Attract and Retain Top C-Level Talent

Posted by Roger Versteeg   |  May 19, 2017 at 2:13 PM

In similar blogs it's been discussed how competitive the job market is right now as financial institutions seek high-quality employees to guide their businesses. In March, the unemployment rate dropped to 4.5%, according to the Bureau of Labor Statistics, the lowest it’s been since 2007. Low unemployment means the job market favors employees, as businesses need to work harder to compete for top talent.  

As credit unions identify executives who fit both the culture and showcase the required skill set, attracting and keeping them becomes imperative. At the C-Suite, to attract and keep high-level executives, Boards and HR teams need to create captivating packages that blend salary, benefits, bonus plans, and long-term retention plans.  

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Addressing the Benefits Coverage Gap for Executives

Posted by John Gatesman   |  April 7, 2017 at 3:44 PM

In a competitive job market, finding and keeping top management talent is more difficult than ever, and providing benefits that increase financial security is one of the best ways to find and keep top talent. Your organization could be missing a particularly vital aspect of employee benefit plans that help ensure the financial security of your key talent, and ultimately, their loyalty to your organization. Unfortunately, many companies discover this the hard way—when a highly compensated executive (HCE) suffers a long-term illness or serious accident and then has to manage a physical recovery with as little as 20–40% of their pre-disability income.

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Which Company Culture Matches Your Work Style?

Posted by David Karl   |  December 1, 2016 at 3:43 PM

Have you ever asked yourself, “what is the culture at my place of work and does it really fit me?”

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Here is Why Your Team/Division/Company is Failing

Posted by Kristina Herrin   |  May 5, 2016 at 1:35 PM

We've all experienced failure at some point. Not landing that big account; not getting that promotion you wanted; working on a presentation or campaign for months and then realizing it's completely off base. It's totally disappointing, right? But, these bumps in the road are totally survivable. You learn from your mistakes, brush your shoulders off, and get back on the horse. Over time, after the sting of defeat has dissipated, you look back and no longer see these things as failures and begin referring to them as “learning experiences” that helped you grow personally and professionally.

This happy ending is sweet, but it’s not the type of failure this blog post is about.

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The Next Big Health Care Reform Provision Every Employer Should Know About

Posted by Andrew Grove   |  April 14, 2016 at 4:34 PM

It's no secret that since the passage of the Affordable Care Act (ACA), the landscape of health care benefits has dramatically shifted over the last few years. Dozens of ACA provisions are already in full swing, but there are more on the horizon. Namely, the much buzzed about “Cadillac Tax” scheduled to take effect on January 1, 2018.

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Why I Use a Rubber Band to Measure Success

Posted by Dee Dee Metter   |  March 10, 2016 at 10:00 AM

A rubber band, you ask? What does a rubber band have to do with measuring success? Well, in my opinion, everything.

Take a moment to absorb this. Pick up a rubber band and stretch it out to its capacity, then (stand clear) let one end of the rubber band go and what happens? It snaps back to its original form and hopefully, you don’t knock your eye out! Don’t we tend to do the same? We have a goal in sight, set out on a plan, complete the actions to achieve success and then WHAM…something happens; a roadblock, a change, a temporary setback, and we let go of the rubber band and fall right back to where we started! So, what did we accomplish? Nothing!

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4 Tips for Being a More Effective Leader

Posted by Mark Hein   |  March 3, 2016 at 10:41 AM

In my last post, I talked about how your employees are the key to your institution's success, and offered up a few ways that can foster an environment of satisfied employees. Today, I want to talk about how effective leadership is another piece of the "successful organization puzzle."

Let's face it, being a great leader is no easy task. Sometimes the day-to-day demands of management and serving customers takes precedent over investing time on team building, employee development, and even proper and thorough training, but I think most true leaders understand the value in carving out time to not only work on their personal leadership skills, but to engage and develop employees. Whether you're a seasoned leader, or brand new to the role, there's never a time like the present to evaluate your leadership style, and consider a few techniques to ensure you are being the kind of effective leader that your employees can look up to and learn from.

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Employee Satisfaction: The Key to Your Financial Institution's Success

Posted by Mark Hein   |  January 22, 2016 at 3:02 PM

Over the years, credit unions have strived to differentiate themselves from banks, and banks have done likewise. More recently, financial institutions have begun to go a step further--not only distinguishing themselves as a bank or credit union, but also as the BEST bank or credit union. Those who want to be seen as the best are trying to stand out among their peers by providing a better, more powerful “borrower experience.” But, there is one group whose happiness may impact your financial institution’s bottom line more than your members or customers--it’s your own employees.

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10 Stats that will Make You Consider a Corporate Wellness Program

Posted by Andrew Grove   |  November 19, 2015 at 4:31 PM

It's no secret that the state of the American workforce's health is an expensive burden to bear—expensive for the health care system as a whole and for businesses that now have health care reform obligations to meet.The fact is, unhealthy employees cost more—both because of their actual medical expenses and due to their lost productivity.

Implementing and supporting a corporate wellness program is one way that many businesses are trying to build a culture of health and fitness for the greater good of their employees and their bottom line. And, their employees appreciate the investment. According to the 2013 Aflac Workforces Report, employees enrolled in wellness programs at the place of their employment are more satisfied with their jobs.

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3 Things Every Credit Union Should Know About Benefits Pre-funding

Posted by Kelly Tramontano   |  November 12, 2015 at 2:00 PM

To say that employers have had a difficult task in planning for employee health benefits is an understatement. Between the landmark passage of the Affordable Care Act, the increasing costs of benefits, and the residual effects of a recession, today’s health care spectrum has become riddled with complexities and unprecedented challenges.

Like many other employers, credit unions aren’t immune to these economic concerns, specifically the rising costs of benefits. According to a survey by the Kaiser Family Foundation and Health Research and Education Trust, the average annual premium for employer-provided family health care coverage in 2014 was $16,834, which is about 69% higher than the average of $9,950 from 2004. Not to mention, these increasing costs are being aggravated by another challenge: falling investment returns.

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About the LenderHub Blog

SWBC's LenderHub blog is a one-stop resource for lenders. Come here to learn tips and best practices for risk management, income generation, marketing, operational improvement, and customer retention, as well as to learn about industry trends and SWBC news.