The role of relationship managers is evolving rapidly. Commercial banks that support their RMs with the right tools, training, and incentives will not only strengthen their client relationships but also gain a competitive edge.

73% of senior business leaders manage multigenerational workplaces, but without thoughtful strategies, these differences can lead to misunderstandings or conflict. Here’s how to turn diversity into a strength. 

Employee engagement isn’t just a buzzword—it’s a key driver of success, influencing customer satisfaction, retention, and profitability. Research shows that 73% of employees at “purpose-driven” companies are engaged, compared to just 23% at others.

Gone are the days when rigid office hours and a "one-size-fits-all" work model were the norm in banking. A 2022 survey by McKinsey found that 87% of employees offered flexible work options take advantage of them when available. What does that mean for banks?

When implemented effectively, performance-based incentives are a powerful tool for improving employee retention by fostering motivation, engagement, and alignment with organizational goals

The integration of AI and automation in the banking sector is reshaping not only the nature of work but also the skills required for success in this evolving landscape.

Credit training programs were once a staple in the banking industry, serving as a primary pathway for young professionals entering the sector. These programs provided rigorous training in financial analysis, credit risk assessment, and lending practices.  

It’s tempting to jump in and take control when things get tough, but real leadership means empowering others to lead. By letting your direct reports handle their responsibilities, you build a stronger, more self-sufficient team.

For firms looking to thrive, embracing the advisory board model could be the key to unlocking sustainable growth, client satisfaction, and industry leadership. 

If you always thought you were “happy” right where you are- we can help you discover what “happier” can look like.

Succession planning for an aging workforce is vital for banks. Banks can mitigate the impact of baby boomer retirements by focusing on succession planning, mentoring, and flexible retirement solutions and ensure continued success in the competitive financial landscape.

Many banks are losing out on top candidates due to outdated and frustrating hiring processes. You need to make changes if you want to attract top talent.