Onboarding Your New Employees
We often talk about onboarding new members: getting them to use more products and services per household during their first three to six months of membership. Every credit union serious about member retention should certainly be using that strategy. But there is another key group we should consider for an onboarding strategy: your new employees.
Iím currently reading Grow, by Jim Stengel. It is an excellent book about how ideals power growth (in other words, ďcompanies with ideals of improving peopleís lives at the center of all they do outperform the market by a huge marginĒ). Itís an excellent book and Iíll write a complete review in the coming weeks.
But one principle from the book is already striking: companies that grow put as much emphasis on their employees as their customers. One tactic they suggest is to onboard your new hires. They cite Method, a household cleaning products company, as an example. "Methodís leaders decided that they needed to put as much energy into onboarding new employees as they did into hiring them, which starts with a welcome package delivered to their home and continues with a sixty-day personalized plan.Ē
Your employees will make or break your credit unionís brand. Since your employees must live your brand every day, you want to ensure they have a positive first impression about the credit union. In other words, brand your culture and your credit union to your new hires.
Here are some suggestions about how you can onboard your new employees:
These are just a few suggestions. We all know employees impact members (positively or negatively). The better your new employees feel about your credit union, the more likely they are to live your brand.
Mark Arnold is a speaker, brand expert, and strategic planner (www.markarnold.com). This article first appeared in the Texas Credit Union Leagueís Lone Star Perspectives. Contact Arnold at 214-538-4147 or firstname.lastname@example.org.
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