Knowledge Center

Banking on People

Building a stronger and more effective organization—one person at a time

We spend a lot of time thinking about our people here. We talk, we meet, and we plan, always looking for the best ways to keep them engaged, inspire higher performance and reinforce that they are valued and appreciated.

We try to remind ourselves as often as we can that great human capital management—performance management—is what makes monetary capital management possible and successful. Organizational studies (and common sense) show time and again that happy and engaged employees provide higher-quality service, create more positive customer experiences and go the extra mile in their work. 

First and foremost, it’s good for you, our customers, but it also leads to a more virtuous cycle of innovation, productivity and profitability that benefits us all.

At its core, effective performance management is about maximizing the potential of our people. By setting clear expectations, maintaining an open dialogue and staying focused on where we’re headed, we can better ensure that every member of our team is empowered to contribute their best efforts toward our shared goals.

Looking to improve performance management in your organization? Here are the essential elements of our own performance management framework that may give you a few ideas on where to start:

Hire carefully and thoughtfully. Knowledge and education are key hiring criteria, but emotional intelligence levels tell you if a person can work effectively and positively with others. Screen and test for these markers.

Talk about competencies and goals. Regularly scheduled conversations around the work, expectations and goals are crucial for feedback and fine-tuning.

Chart a path and plan. Engaging work experiences come from new challenges, autonomy and variety. Show associates how they can grow and participate in new projects that enhance skills and knowledge.

Be clear about expectations. Make sure organizational and individual goals are aligned and understood, and that metrics for success are achievable.

Cultivate continuous learning. Provide opportunities for associates to gain new skills, knowledge and information on an ongoing basis.

Focusing on the long game with people is a proven strategy for driving value that’s good for any business. It means lower turnover, higher service levels and more successful long-term business relationships.

It’s good for customers, business valuations and long-term shareholder value.

But most of all, it’s good for your people, the most valuable investment you’ll ever manage.





— Toni Walsh, Executive Vice President, Human Resources, Country Club Bank — Member FDIC