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  • ​I am the Staff Development and Recruitment Specialist for a small credit union on Long Island and am working on trying to implement best practices and redesign our process for our recruiting strategy.  We tend to treat our member services and back office ...

  • Lisa:  It is a very interesting article.  I had been hearing some rumblings about how credit unions could help with vaccine distribution and I admit I was very skeptical.  From a logistics standpoint- where and how?  Looking at the lines at drive up testing ...

  • Glyne, Our top level position is our VP-Risk Management. In that role, the VP-RM serves as the head internal auditor. That position has dual-reporting, both to the Supervisory Committee and a "dotted line" to me as the Chief Financial & Risk/Compliance ...

  • I find these suggestions to be creepy, to put it bluntly. I am definitely not an anti-vaxxer, my whole family gets them. But it's also a personal decision and I would encourage people to do their research (from good and actual scientific sources) and ...

  • What a great question. I've worked in environments where IA reported to the CEO and currently, where IA reports to the Supervisory Committee. In the former, although IA reported to the CEO, there was a tight relationship between IA and the SC and it was ...

A Word From Our CEO, John Pembroke

Tips for Supporting newly remote workers

In these uncertain times, CUES and credit unions have a new thing in common. We have more staff members working more hours remotely than ever before.

CUES has a long history of offering flexible work options. Our first remote worker—back in the 1990s—telecommuted a few days a week so she could care for her mother, who was terminally ill. Our second telecommuted full time from another state—and continues to do so to this day. 

After these early experiments, we saw how great telecommuting was for talent retention, productivity and, yes, for business continuity (back then, we were thinking “snowstorm”). As a result, CUES made arrangements so all employees could work from home when needed—and many have done so one day a week for a long time.

However, like you, we’ve never before supported the level of telework now required by COVID-19. We are drawing on our long experience as we help our entire team work full-time from home. I want to share some of our best tips and strategies with you here.

 

  1. Help employees acquire the office tools they need. This could include a laptop with a webcam, a printer, a voice over IP phone, a cell phone and a scanner. Consider the needs of each person and position.
  2. Work hard to keep interpersonal connections. A telework challenge many employees experience is feeling disconnected from the team. Our full-time telecommuters have found their weekly meetings with their supervisors to be an important point of connection. Something CUES is adding right now is drop-in videoconferences at which team members who crave “water cooler” time with their peers can get it.
  3. Leverage technology. Voice connections are helpful, but actually seeing a colleague can be terrifically soothing to someone feeling alone. Tools like Skype, Zoom, Microsoft Teams, WebEx, Google Meet, Apple’s FaceTime and GoToMeeting can all be used to connect via both voice and video. Another useful tool is instant messaging. Using it, a staffer who’s serving a member, for example, can quickly ask a question of a colleague or supervisor.
  4. Help staff learn to work remotely. Have people in your organization who have done it before share their experiences. Encourage your new teleworkers to read articles or to take a course about how to excel in their new work situation.
  5. Set visible work goals. Whether an employee works in an office or from home, those who have clear objectives and deadlines are typically more productive.

Leaders, keep in mind that this is an investment in building a new capability for individual employees, for teams and for your organization. It will take some time for staff new to telecommuting to hit their stride. But it will be a key tool to serving your members during this pandemic—and in the future.

If you have questions about telecommuting that go beyond what I’ve been able to cover here, please reach out. As always, CUES is here to help you both learn and lead.

Stay well.

 

Members Shout Out

New Position:

Gene Novello is the new president/CEO of TECH CU, Crown Point, IN, replacing the retiring Mike Hussey.

John Howard will succeed the retiring Peter Matthews as president/CEO of Merrimack Valley CU, Lawrence, MA.

Direct FCU, Needham, Massachusetts, recently announced three new executive-level promotions: Michael Ferreer as SVP/chief experience officer, Amy Horan as SVP/CLO and Brian Medeiros as SVP/CIO.

 
Acquisition/Mergers:
Bridgewater CU, Bridgewater, Massachusetts, has merged with Merrimack Valley CU, Lawrence, Massachusetts, and will operate as “Bridgewater Credit Union, a division of Merrimack Valley Credit Union.”
 
Honored:

Michigan State University FCU, East Lansing, has received the National Best and Brightest in Wellness™ award.

Canvas CU, Lone Tree, CO, has been awarded 2019 Great Place to Work certification.

The mortgage team of Elevations CU, Boulder, CO, was recognized as a 2019 Ellie Mae Hall of Fame award winner for efficiency and ROI gains.


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