Teaching the Credit Union Difference Through Staff Orientation

If you are reading this article, chances are you’re employed at a credit union. And chances are, you know there is a difference between working at a credit union and other workplaces. Not just offering your members better interest rates and lower fees – but the other factors that make credit unions unique – namely, voluntary community involvement, commitment to financial education and other philosophical differences.

So, how do new employees in your organization learn the credit union difference and this culture? It all should begin with a well-defined onboarding process. If you’re new to the word “onboarding,” it is simply an extended, structured orientation process designed to introduce and engage new hires to your company. All onboarding programs share similar goals: to welcome new employees, introduce them to their jobs and work environment, increase early productivity and reduce turnover.

All About Onboarding
Some key components of your onboarding program may include the following:

• Create a personal onboarding schedule.
  • You should create an onboarding schedule personally designed for the position and the new hire, and be sure to include time for them to review the job. Performance will suffer if expectations are ambiguous.
  • The onboarding schedule should include informal social interactions, such as lunches or coffee breaks. This also assists in orienting the employee to the culture and the organization’s social norms.
  • Ensure the new hire has scheduled times to meet with a representative of each department to gain an understanding of their functions, and how their role intertwines with each department.
    
• Share presentations on the company’s mission, business strategies and corporate culture.
  • I’m using the word “presentations” loosely. This is your opportunity to inspire and motivate new hires. Presentations can be a ready-to-use PowerPoint or even a YouTube video created by your own staff.
  • It’s critical for management to participate in this part of onboarding; it creates a positive first impression and gives new hires a sense of value. This is also when the “nuts and bolts” of the credit union industry can be presented, including some of the fundamental elements that make credit unions different.
    
• Set up a “buddy” system.
  • Many companies have experienced success in establishing a buddy system from day one. This pairs the new hire with an experienced employee, typically someone in a similar work role, who can assist in teaching the new hire their job and acclimate them to their work environment.
    
• Follow through to ensure continued success.
  • It’s important to have periodic meetings with the new hire during their first year to uncover any issues before they develop into performance problems. You can also gain insight from the new hire to improve the onboarding process for future employees.

The components above are just a few that may be included as part of your onboarding process. By incorporating these as part of your new hire process, you will give employees something to believe in and to strive for – and a purpose for what they are doing.

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