The start of the 2020 COVID-19 pandemic left many industries between a rock and a hard place. How do we keep employees safe? How do we make our work, well, work outside of an office?
On one hand, these obstacles propelled plenty of businesses into a more flexible landscape–even in the banking industry–and opened them up to a pool of talent they previously had limited access to. On the other hand, this opened the door to work-from-home opportunities that increased competition and put valuable talent on the line.
For nbkc, the solve was to evolve.
How we cultivate culture and retain talent.
We’ve found listening to our team is key to retaining talent and cultivating a healthy culture.
Every year we send out an engagement survey where we ask for their feedback, and take those responses to inform decisions moving forward. Here, we get to know what we’ve been doing right and where there are opportunities to improve.
We’re also very respectful of our employee’s time and want there to be a healthy work-life balance. How do we approach that? Through our policies.
Here are some of our most popular retention initiatives:
Our Flex First schedule. The pandemic taught us the importance of flexibility in the workplace, and we haven’t looked back. Our managers work with their teams to develop hybrid schedules that work best for them.
Fair branch hours. All of our branch positions do require employees to work in person. With that in mind, all of our branches maintain an 8:00 a.m. to 5:00 p.m. schedule, only working Monday through Friday.
Competitive PTO. All employees start with four weeks of paid time off, and at five years it bumps up to 5 weeks.
A $300 Flex First stipend. All employees receive a one-time stipend that they can use towards setting up their home office. Since we provide all flex employees with the basics — a computer, monitor, keyboard, mouse, and headset — that stipend can go towards items that will help create a productive space for them.
A wellness account. Each employee receives $250 that they can use towards anything that could help improve their personal, physical, or financial wellness.
Anniversary awards. We love to celebrate our team members, especially on their workiversary. At three, five, and ten years employees receive awards and at 10 years we offer sabbaticals.
Supported growth. We nurture professional development and personal growth through L&D programs, speaker series, and employee-led clubs.
Of course, the culture is constantly changing, and we do our best to keep a pulse on our industry to make adjustments as needed. We evaluate trends in the marketplace and constantly look for opportunities to launch exciting initiatives.
You don’t have to just take our word for it.
We asked a few team members how they feel about working at nbkc, and here’s what they had to say.
Find new opportunities at nbkc
Our banking and technology divisions are growing. We’ve got room for relationship bankers, customer experience, bank/deposit operations, CRA, and software and data engineers, and anything in between.