From our Chairman
Extending Opportunities Tat
Growing up, I never considered a career in banking (even though my Dad spent his entire career in banking). Yet here I am today — engrossed in balance sheets, loan portfolios and board reports. How did I wind up there? One word — opportunity.
John Everett, MBA Chairman Legacy Bank and Trust, Springfield
Looking for a part-time job during college, I received two job offers — waiter or bank teller. I chose the teller position for less than noble reasons. Bankers didn’t work in the evenings or Sundays, so that made my decision easy. I thought this gig would look good on my resume and help me land a job aſter graduation. Instead, someone at the bank saw my potential and offered me the opportunity to go through the bank’s management training program. I enjoyed the people I worked with and the work I was doing, so I decided to give it a try. Te rest, as they say, is history.
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mobankers.com
Right now, individuals have numerous options when it comes to job opportunities. It’s not just banks competing against one another for talent; we’re competing against every other industry vying for individuals to fill positions. Te Great Resignation has made the current labor environment a worker’s market as employees have more options and leeway in choosing a job that meets their needs and wants. Some have even suggested this isn’t the Great Resignation but the Great Negotiation — individuals have better options in negotiating salaries, benefits, promotions, schedules and work settings. Whatever term you use to brand the current work environment, the results all point in the same direction — people are leaving current jobs for better opportunities, whether professional or personal.
What does this mean for your bank? Recruitment and retention should be a high priority for your leadership and your boards. I believe that many banks in our state feel they have no other option than to be acquired because of a lack of management succession. It’s your responsibility as leaders to develop the next round of leaders at your banks to ensure this doesn’t happen. If you wait too long, it will be too late. You have to start investing in your staff now, and it starts with recruitment. Recruitment isn’t solely a HR responsibility — it’s a priority for every member of your leadership team.
Our industry should constantly be recruiting talented individuals to help grow our banks. How this happens depends on your market, but I’m willing to bet there are potential bankers in your community, and they
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