OTTAWA, Canada—A twenty-something branch manager with Canada’s Bayview Credit Union is offering suggestions on what it takes to recruit and retain people in her generation as employees.
Cheryl McCormack told the World CU Conference the keys with Gen X and Gen Y as workers are development, motivation and empowerment. McCormack began in 2006 as a part-time MSR (when her goal was to be an electrician) before being named branch manager in 2012.
Getting younger workers engaged in their work means that “clearly defined career roadmaps are critical,” as is “cross training that lets employees try out other jobs.” McCormack called for education allowances and for ensuring that employees are compensated while in training. She also urged senior execs to allow younger employees to create their own action plans, and to encourage suggestions and to hold meetings for leaders to share ideas on what is and what is not working.
“We need to train management in the art of leadership,” said McCormack, noting that her own credit union recently sent many employees to the Stephen Covey course on the “7 Habits of Highly Effective People,” which she said was “very well received.”
“We need a balance between work and life. Many in Gen X and Y grew up in households where both parents worked long hours, or in single-parent homes where the parent was always working. Offer more flexible work hours and time off for appointments. (Younger workers) shouldn’t be pressured into working long hours. Encourage involvement in community events.”
Pats On The Back
McCormack said younger workers should be recognized for a job well done. At Bayview CU, for instance, workers can also recognize other employees for an achievement. She urged celebrations of even small achievements. Doing so, she said, does more than just recognize an employee—it reminds everyone of the good a credit union does.
“Young employees are looking to work at companies with a good reputation,” she said.
When it comes to empowering employees, she urged senior leaders to allow new and younger workers to have more responsibility and to allow them to make decisions. “Ask for their opinions or ideas on a project. Get young employees involved in improvements in process, which ensures that they matter. Let them represent the credit union.”
In terms of career advancement, she called for promoting from within whenever possible. “Young employees are looking for rapid advancement, and not just advancement based on seniority or who is next in line,” she said, adding that younger employees also value being able to use company resources to be involved in support of their own community causes.
Taking those steps will help increase employee engagement and satisfaction, reduce sick time and improve service to members.
“Employers that communicate and educate their young employees on the value, benefits and choices available to them will see return on investment through more loyal, engaged and productive employees,” said McCormack.
