Case Study 1
Client: A Midwestern credit union
Client’s Main Concern: Turnover and its costs
- Not only was this client concerned about the high turnover rate, there were inconsistent candidate selection
processes being used between branches.
- The greatest churn was in the teller position.
- Trust issues were common.
- There was a high number of requests for leaves of absence, indicating lack of engagement.
Before the assessments there was a huge fear of the unknown, ie: changing the way things were done.
- Address & tighten up inconsistencies
- Implement formal coaching
- Shorten training time
- Improve performance discussions
- Implement a standard evaluation for all employees, from tellers to branch managers
Client Observation: For the client, HR was recognized as an important partner in growing their business.
Outcome: This credit union was able to save $1,000,000, just by reducing turnover.
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