Creating & retaining an ENGAGED WORKFORCE CECELIA LARDIERI, SPHR, SVP, HUMAN RESOURCES DIRECTOR, PEAPACK PRIVATE BANK & TRUST ENGAGED EMPLOYEES ARE CRUCIAL FOR MAINTAINING HIGH LEVELS OF PRODUCTIVITY AND ENSURING COMPANY SUCCESS. HOWEVER, CREATING AN ENGAGED WORKFORCE IS NOT A ONE SIZE FITS ALL APPROACH. AT PEAPACK PRIVATE WE HAVE FIVE GENERATIONS OF EMPLOYEES THAT MAKE UP OUR EMPLOYEE POPULATION. WE ARE COGNIZANT THAT EACH GENERATION AND EVERY INDIVIDUAL BRINGS A UNIQUE PERSPECTIVE TO THE TABLE AND THRIVES UNDER DIFFERENT CIRCUMSTANCES. Communication is key, by engaging with your employees on a regular basis you get to know them on a more personal level, uncovering their likes and dislikes, how they prefer to work, communicate, etc. Some employees prefer to work as a team where others thrive as an individual contributor. Here at Peapack Private we encourage communication from the top down by having an open-door policy and skip level meetings. In addition, our President and CEO, Doug Kennedy, hosts an all employee call each month. This call includes a regular reminder about our mission, strategic updates, and an overview of the financial health of the organization. Employees feel engaged when they understand how the business is doing and how their role contributes to the overall success of the company. Transparency is key. Employees thrive when they feel as though their company is invested in them and their future growth. Creating access to training, on-the-job learning opportunities, mentorship programs, and a generous tuition reimbursement policy all gives employees a path to advancement and career mobility. In addition, we empower our employees. We give them the autonomy to take intelligent risks. We challenge our employees, “is this the best I can do?” Employees are encouraged to “think outside the box” and create a memorable connection while delivering a meaningful experience to every client. Encouraging teamwork, especially cross functionally, can establish new relationships and create a shared purpose. It is especially important to create heterogeneous teams (different age, culture, gender, etc.) which supports inclusion and increases creativity by engaging different perspectives. Those who prefer to be an individual contributor excel in other opportunities that do not require as much interaction. In today’s world, providing work-life balance is critical for employee engagement, especially amongst those who are falling into the “sandwich generation” and balancing the needs of their children and aging parents. Employees feel appreciated when they can manage their work responsibilities while also having adequate time for family and friends. Hybrid work schedules and generous time off and leave of absence policies all contribute to work-life balance and ultimately engaged employees. Employees perform better when they feel good. It is important to offer wellness programs, Employee Assistance programs, and a comprehensive benefits package to ensure employees can care for their physical health and their mental health as well. Celebrating the successes of our employees is key as it boosts morale and reinforces positive behavior. Although the “Golden Rule” states treat others how you would want to be treated, when it comes to reward and recognition, the “Platinum Rule” of treat others how they want to be treated is a better practice. Many employees enjoy the spotlight of public accolades where others may prefer a simple “thank you.” Again, this is where communicating with your employees is key. A motivated and engaged workforce achieves higher levels of productivity, increased client satisfaction, and reduced turnover which not only benefits the employees but benefits the company’s bottom line as well. EMPLOYEES THRIVE WHEN THEY FEEL AS THOUGH THEIR COMPANY IS INVESTED IN THEM AND THEIR FUTURE GROWTH. CREATING ACCESS TO TRAINING, ON-THE-JOB LEARNING OPPORTUNITIES, MENTORSHIP PROGRAMS AND A GENEROUS TUITION REIMBURSEMENT POLICY ALL GIVES EMPLOYEES A PATH TO ADVANCEMENT AND CAREER MOBILITY. Cecelia Lardieri Cecelia Lardieri is a Senior Vice President, Director of Human Resources at Peapack Private Bank & Trust. Working out of the Bank’s headquarters in Bedminster, NJ, Cecelia is responsible for aligning business objectives and strategy with employees and management across all business lines. 9 feature
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