and are twice as likely to retain employees. For community banks, where turnover erodes trust and continuity, this retention advantage is invaluable. 3. EFFECTIVE COACHING CULTIVATES ENGAGEMENT Coaching is a cornerstone of staff development. Gallup’s research reveals that employees who receive weekly, meaningful feedback are 3.5 times more likely to be engaged and 3.2 times more likely to feel motivated. Yet, only about 20% of employees say they received meaningful feedback in the previous week — a striking gap that underscores missed opportunities. In community banking settings where each interaction matters, embedding coaching into daily routines can significantly elevate performance and customer satisfaction. 4. OVERCOMING DEVELOPMENT BARRIERS Despite the clear benefits, development efforts still face obstacles. Only 45% of U.S. employees participated in training or education for their current roles in 2024. And merely 32% of employees aiming to move into new roles feel they are prepared and have the required skills. Barriers like lack of time, insufficient support from direct managers and misaligned training priorities all hinder progress. Notably, 89% of CHROs, 41% of employees and 37% of managers cite “time away from responsibilities” as the biggest obstacle to development. To counteract this, community banks should weave learning into regular work. Micro-sessions, peer mentoring and external courses can bridge gaps when internal offerings fall short. 5. MANAGER TRAINING AND WELL-BEING LIFT OVERALL PERFORMANCE Investing in manager development yields dual benefits: better engagement and improved well-being. Data shows: • Basic management training can halve extreme disengagement. • Participation in training can boost manager engagement by up to 22%, while teams see as much as 18% more engagement. • Performance metrics improve by 20-28%, with effects lasting for over a year. Moreover, when managers receive both training and encouragement in their development, the percentage who report “thriving” at work jumps from 28% to 50%. Equipping branch managers with this support fosters stronger leadership and more vibrant workplace cultures. CONCLUSION For community banks, the stakes are clear: • Manager quality is the linchpin of employee engagement. • Development yields measurable gains in productivity, profitability and retention. • Regular coaching boosts motivation and day-to-day performance. • Manager training and well-being are essential investments with extended impact. In today’s landscape — marked by economic pressures and evolving customer expectations, community banks that prioritize staff development are not simply doing HR well; they are securing the trust, performance and stability that define their mission. For help with staff development and engagement, contact Connie West at The James Paul Group by emailing cwest@jamespaulgroup.com or calling (877) 584-6468. INDEPENDENT REPORT | 19
RkJQdWJsaXNoZXIy MTg3NDExNQ==