Meet your goals by leveraging your most important asset — people
Bank patrons constantly demand more and better services. How well you respond to the demands depends on having the right employees in the right positions. You are probably thinking, yes, but it’s not all that easy.
Our personnel assessment specialists can help with:
- Talent assessments
- Building on a winning culture
- Succession planning
- Developing your next generation of leaders
- CSR/teller retention
- Leadership development
- Increased sales
- Succession planning
- Employee satisfaction and morale
- Leading change
Building on a winning culture
We can help you. Our talent & Ooganizational development team has more than 50 years of experience helping clients find and develop the right people for their organizations. Plus, we know your industry because Plante Moran serves more than 250 financial institutions.
As a firm, we have always considered our staff our most valuable resource, and we have developed a culture that encourages their growth and focuses them on the firm’s number one goal: the success of our clients.
Fifty years ago, we began assessing candidates’ “fit” for individual roles and organizational culture. Our talent & organizational development group has expanded services offerings to include: succession planning, developing your next generation of leaders, culture improvement, team effectiveness, and employee and customer surveys. This team focuses on talent assessments and building a culture that helps banking organizations select and train employees who can help them grow.
The following is an example of a recent project involving our talent & organizational development practice.
Hiring employees who are the best “fit” for a rapidly growing financial institution
The frustrated CEO of a financial institution contacted our talent & organizational development team to assist with the evaluation of finalist candidates for their organization. This CEO was in the midst of driving a successful culture change that was contributing to increased market opportunities. However, the hiring process a barrier to growth. Seemingly qualified new hires were quickly failing to meet expectations and leaving. The revolving door situation was bad for client service and was costly for the organization. The cost of replacing an employee can be as high as 150 percent of the departing employee’s pay.
Our talent & organizational development practice began by identifying the characteristics that lead to successful performance in specific customer service and teller roles. Building on that information, our personnel assessment specialists developed a profile of the right kind of person for the job and how to identify them in the selection process.
How is it working?
According to members of the human resources department at the bank, when they are rushed and decide to go against the assessment recommendation, there is a low level of satisfaction for the bank and the employee often leaves. When they hire according to the profile, there is a high satisfaction level for the bank and employee.
Plante Moran can help your financial institution meet its goals by leveraging your most important asset — people.