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    Employee Turnover

    Hello everyone! I'm part of the Learning & Development team at a billion dollar credit union in Alaska with about 380 employees, and we're looking into turnover rates, particularly with tellers or other entry level positions. It's a burden on the staff ...

  • ​Hi everyone, We are beginning to look at Integrator Advance for marketing campaigns and hope to hear from some of you what has worked well and what maybe didn't get you the result you were hoping for. Any insights would be appreciated. Thank you! ...

  • We have a program called Thank Use that we use for the purposes that you mentioned above.  The program is very well received by our members.  We change the categories up each year.  Like Jack was saying loan and deposits balances(we use interest paid ...

  • I am pretty sure you are talking about year end bonus dividends which we do not currently offer. I know that several Credit Unions base it off of balances in Deposits and Loans accounts. It is tough to come up with a fair distribution of bonus dividends ...

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    Robbery Training

    Hello, We are currently reviewing our robbery reaction procedures and looking at training options. Does anyone have suggestions on a good resource for us to get current information or staff training options.  Looking at providing employees with updated ...

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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