Creating a Great Place to Work It is every manager’s dream to create the optimal place to work, one which employees work together, the business is successful and the culture maintains and follows the company’s mission and vision. But how is that accomplished? Managers need to take the time to decide what it is exactly what they want out of the business, what their end goal is and how they will get there together with their team supporting them. Leaders Bank set out to build a business model based on empowering employees to serve its customers, but how is this accomplished?
What Did Leaders Do? Leaders Bank (Leaders) did not provide commodities that could be resold, such as raw materials or agricultural products, but it provided support …show more content…
How did this allow shareholders to make money? Striving to make Leaders a great place to work, they were able to grow their revenues 85% in three years and remain on the list of the Hot 100 Fast-Growing Businesses in the United States during the most challenging economic environments. Focusing on the low end of the middle market, those who fell under the radar of the big banks, were looking for banking that Leaders has to offer. Focusing on making sure that employees feel and believe they are valued create a difference in the quality of the work they produce and as a result they continue to strive for excellence and bring in more money for the shareholders. Allowing employees to make decisions without always having to check with their supervisors, allows the freedom that many employees strive for. The employees were encouraged to take risks on behalf of their customers, while maintaining top management controls were still in place. Open communication was a must and an important factor in employee empowerment. This “open, two-way street,” as CEO James Lynch described their communication at Leaders, as he believed that some of the best ideas for improving operatiions, cutting costs and gaining efficiencies came from employees themselves (Hess, …show more content…
They interview potential candidates by first starting with a culture-fit screening and another interview with those who had the job opening. The final stage of recruiting is a leadership interview with members of the executive team to embrace the fit and be assured the candidate will be a right fit for their company and the culture it embraces. This interview and hiring process allowed Leaders to ensure their culture will not be diluted as the company grew, keeping on track of what they believe is right for the company and its
What Did Leaders Do? Leaders Bank (Leaders) did not provide commodities that could be resold, such as raw materials or agricultural products, but it provided support …show more content…
How did this allow shareholders to make money? Striving to make Leaders a great place to work, they were able to grow their revenues 85% in three years and remain on the list of the Hot 100 Fast-Growing Businesses in the United States during the most challenging economic environments. Focusing on the low end of the middle market, those who fell under the radar of the big banks, were looking for banking that Leaders has to offer. Focusing on making sure that employees feel and believe they are valued create a difference in the quality of the work they produce and as a result they continue to strive for excellence and bring in more money for the shareholders. Allowing employees to make decisions without always having to check with their supervisors, allows the freedom that many employees strive for. The employees were encouraged to take risks on behalf of their customers, while maintaining top management controls were still in place. Open communication was a must and an important factor in employee empowerment. This “open, two-way street,” as CEO James Lynch described their communication at Leaders, as he believed that some of the best ideas for improving operatiions, cutting costs and gaining efficiencies came from employees themselves (Hess, …show more content…
They interview potential candidates by first starting with a culture-fit screening and another interview with those who had the job opening. The final stage of recruiting is a leadership interview with members of the executive team to embrace the fit and be assured the candidate will be a right fit for their company and the culture it embraces. This interview and hiring process allowed Leaders to ensure their culture will not be diluted as the company grew, keeping on track of what they believe is right for the company and its