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CUs Should Work On Employee Loyalty

WASHINGTON - Credit unions looking to create "wow" experiences for members may want to develop their employees' loyalty. According to a Walker Information survey, only the "truly loyal" staffers will go the extra mile to delight members and are highly motivated in their work. In addition, these employees also would...

By Staff Writer | Updated on November 04, 2003

WASHINGTON – Credit unions looking to create “wow” experiences for members may want to develop their employees’ loyalty. According to a Walker Information survey, only the “truly loyal” staffers will go the extra mile to delight members and are highly motivated in their work. In addition, these employees also would resist other job offers and would recommend their workplace to potential employees. The survey finds that only 30% of respondents are “truly loyal”. Some 34% of respondents were classified as “high risk” meaning they were neither committed to their work nor planning to stay with the company for the next two years, and another 31% qualified as “trapped” not attached to their work or employer but without prospects for other jobs. The top five drivers of loyalty include the following: * An employee-focused atmosphere in the office demonstrated by a clear priority put on staffers * Development opportunities and training * The quality of the employee’s job * How the employee feels about the “corporate” brand * Work-life balance

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