Menu
The attitude of the manager determines the attitudinal ceiling of the employees.
Leading behavioral psychologists have concluded that if managers project bad attitudes, so will the employees working under them. As a board member, poorly completed evaluations of the CEO can reverberate throughout the credit union, impacting employees with negative consequences in job performance.
In this context, the annual review of a CEO’s performance assumes extra importance on a number of levels. A clearly understood, goal-oriented evaluation of the CEO will ripple through the organization, from the board of directors to the newest hire.
The partners at HNG & Co will make your CEO evaluations
HNG & Co bring years of personal, hands-on experience working with the Boards and CEOs of hundreds of credit unions.
We will do as much for you.
Some hard questions.
Do you employ mission-critical people whose absence would have a major impact on your organization’s performance?
Do you have a backup plan in place that will ease your credit union through a difficult transition?
How will you replace an important, key employee?
Most organizations emphasize planning for executive succession as part of either their governance guidelines or their strategic plans. More recently, federal regulators are requiring a succession plan for key executives. Even with such strong prompting for the maintenance of fluid succession, few organizations actually commit the resources needed to make these plans work. They can be time-consuming to produce and become quickly outdated. If you struggle with some of these issues, you’re not alone.
We can help take the drudgery out of executive succession planning.
We’ll reduce the time you must invest in managing and maintaining your succession plan. And dare we say – KNG might very well make the entire process enjoyable, as you watch your credit union’s future take shape.