Employee retention

Retaining experienced and competent employees is a crucial but often overlooked strategy for improving bank performance.

Which industries have the highest prevalence of unwanted sexual conduct in the workplace? Will the #MeToo movement have a lasting impact? Key findings from a SourceMedia survey.

Small institutions need to rethink their approach to younger employees, giving them more opportunities and responsibilities — and borrowing from their digital know-how.

Many of the companies in our inaugural Best Fintechs to Work For ranking share a willingness — even an eagerness — to involve rank-and-file staff in decisions about how the company is run.

With the U.S. military in mind, the Texas banking product provider's CEO, Gabe Krajicek, created a corporate culture where employees name themselves after the legendary warriors and operate under a mission to "win the war."

The online lending platform takes corporate culture seriously but encourages employees not to take themselves too seriously.

Promontory Interfinancial Network, a provider of bank products and services, goes to great lengths (sometimes literally) to retain its employees over the long term.

The fintech industry has some cool workplace quirks, but behind the fun factor is a serious mission to build an enthusiastic, satisfied workforce.

Salaries and benefits are up, as banks work harder to recruit and retain staff. So are casual days, wellness programs and other perks.

Among other initiatives, the credit union has created programs to make in-house career growth a reality and retain staff long-term.

Life is “ruff.” Pets can make it easier. Here is how some of the Best Banks to Work For accommodate their employees’ furry pals.

A few years after co-founding Level One Bank, CEO Patrick Fehring decided to survey his employees. It turned into a wake-up call.

The Detroit lender developed rotational training programs in auto finance, accounting and technology to help attract and keep promising employees, especially millennials, who had a tendency to bolt.

“You can’t serve the public if your employees are shell-shocked,” said one executive, comments echoed by other institutions dealing with the aftermath of Hurricane Harvey.

“You can’t serve the public if your employees are shellshocked,” said one top banker, comments echoed by other institutions dealing with the aftermath of Hurricane Harvey.

The days of having an employee who happily works at the drive-through window for 30 years are over. So what’s a bank to do about its branch staff now? Bank of Tennessee has some ideas that it expects will appeal to millennials.

The new owner of this Miami bank might be from Chile, but it sure knew how to create warm feelings with the employees it acquired. Instead of cutting back on benefits, it added some new ones — including a cash bonus paid for life events like having a child.

Union Bankshares in Virginia lost several key lending officers after it bought StellarOne. Management as a result has made changes to minimize employee flight from its latest M&A target, Xenith Bankshares.

Teresa Tanner designed a unique program to help keep new moms from leaving Fifth Third. Monica Coles of Wells Fargo has a surprising perspective on diversity initiatives. Plus, Abby Johnson talks up bitcoin.

New mothers were bailing out from the Cincinnati bank at twice the rate of other women employees, so it decided to offer a maternity concierge service that would help them with stressful chores.