USE Credit Union San Diego

In the past few years, the finance function has changed tremendously. To maintain the competitive edge in attracting, retaining and motivating finance executives, companies are saying goodbye to the old talent- management approach and offering more innovative incentives than ever before. On June 19th our panel of experienced finance leaders shared their top strategies in attracting and engaging top finance talent.

A common theme in the panelist presentations was their acknowledgement that values, culture, stimulation and belonging are important motivators. Not to say compensation isn’t important. Engage the employee because otherwise you’ll lose them to someone who pays better or the same but offers engagement. Providing a great place to work can come in several forms but it was clear that it doesn’t matter if you have 17, 000 employees as in Sempra Energy or 150 employees as in the case of USE Credit Union, making the work engaging is an important part of making it a great place to work.

How do you make your work place engaging? By making it clear that your employees are contributing. At USE, Jim Harris, CEO, explained, it means making the values, and the culture reflect the business needs and knowing the importance of people it takes to execute, and that means making the communication authentic and fun. Engage the team by showing them how they make a difference and by making the sure the team members know each other. Even 150 people can create silos and clearly it takes a lot of intention to make sure they know each other. At PwC, knowing each other is part of the focus on community efforts, team sports, and transparency about the business. It may seem obvious that a finance person “gets” the business or should get the business, but taking the time to explain how the business model works in practice and how an employee fits into making that model work daily intuitively seems a good way to engage them in a common purpose and success. No less at Sempra Energy, there is no size limit on making sure the company values are understood and practiced. In fact the larger the organization, the more effort the management layers need to be flattened to maintain the value system and develop the authentic communication. The authenticity is what creates the reputation. For Sempra Energy that means a global reputation, for USE, it’s 150 employees and the members who see USE as a great place to work and keep their money.

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