The NAFCU Journal March-April 2020 - 34

MANAGEMENT INSIGHT

Modeling for Employees the
Mission You Promise Members
By Tara Burton

A

s a longtime employee -
and now CEO - of FedEx
Employees Credit Association, my leadership team and
I have been guided by our mission to
be the first-choice provider of financial
solutions to FedEx employees and their
families. To resource this mission, we
also strive to be the first career choice
for our current and potential team
members. Through experience, we have
learned that in order to enable our team
to best serve our members according to
our values and principles, we as leaders
must model the mission we promise,
working collaboratively with employees
to develop and nurture our company culture, which we create together.
Best practices for implementing and
setting the tone for our culture begin with
asking and listening. As a high-feedback
environment, we frequently solicit candid
comments from employees about their
employment experience, which we take
seriously. While team members each
bring their own ideas and opinions concerning our culture, most seek a culture
of balance and enjoyment of meaningful
work worth doing.
Each year, I invite team members from
every department to participate in a
focus group that meets quarterly to
discuss whatever they think I need to
know. Employees know they can come
to me or any member of management
with their concerns; all members of the
leadership team practice an open-door
policy. The employee phone list includes
my personal cellphone number, and we
34

use a good old-fashioned suggestion box
to solicit employee feedback. I personally
read each item every week, addressing
some myself and delegating others to
members of the leadership team.

this to include an employee assistance
program, which allows employees and
their household members to receive
confidential, professional counseling in a
private off-campus office.

We want our employees to feel comfortable at work, not only in their immediate
workspaces but also throughout our
buildings. We have added quiet rooms
with low lights and comfortable lounging furniture so that employees can take
a quick break to clear their minds or
decompress. We also added a health and
fitness room where employees can invest
in their physical health.

Volunteering in our community is also a
key part of our culture. All employees are
permitted and encouraged to participate
in paid volunteer hours in the community.
We have found that volunteering not only
renews our team personally, it also provides opportunities for them to connect
with co-workers across departments and
form friendships beyond the workplace.

Outside of work, we value reasonable
accommodations for the expected and
unexpected aspects of life, while ensuring that we all can be reliably present
to support our teams and our shared
work. And we try our best to proactively
support some of life's biggest moments
outside the office. We offer paid maternity leave at no cost to our employees
and clean, comfortable lactation space
on campus for when they return to work.
These acknowledgments of our employees as humans with unique needs have
not only improved morale, but they have
also helped us to retain high-achieving
talent we might otherwise have lost.
In line with our member-first approach,
we offer many resources for community
financial literacy, which are available
to our employees as well. We provide
on-site personal, financial and life coaching for our employees, and based on
employee feedback, we have expanded

Investment in good talent includes
investing in their futures, which is why
we proudly encourage and financially
support our team's professional development and continuing education. We publicly recognize employees who complete
additional levels of professional competency and expertise, and I personally
write each of them a note of congratulations for their achievements.
We have worked hard to create a strong
culture of engaged employees. As our
organization evolves and the needs of
our employees change, we will continue
to practice high-feedback teamwork and
engaged leadership, driven by commitment to our mission.
Tara Burton is president and CEO of
FedEx Employees Credit Association,
where she has worked since 1999 in
myriad roles, including accounting,
human resources, information technology,
compliance and operations.
THE NAFCU JOURNAL  MARCH-APRIL 2020



The NAFCU Journal March-April 2020

Table of Contents for the Digital Edition of The NAFCU Journal March-April 2020

The NAFCU Journal March-April 2020 - Cover1
The NAFCU Journal March-April 2020 - Cover2
The NAFCU Journal March-April 2020 - 1
The NAFCU Journal March-April 2020 - 2
The NAFCU Journal March-April 2020 - 3
The NAFCU Journal March-April 2020 - 4
The NAFCU Journal March-April 2020 - 5
The NAFCU Journal March-April 2020 - 6
The NAFCU Journal March-April 2020 - 7
The NAFCU Journal March-April 2020 - 8
The NAFCU Journal March-April 2020 - 9
The NAFCU Journal March-April 2020 - 10
The NAFCU Journal March-April 2020 - 11
The NAFCU Journal March-April 2020 - 12
The NAFCU Journal March-April 2020 - 13
The NAFCU Journal March-April 2020 - 14
The NAFCU Journal March-April 2020 - 15
The NAFCU Journal March-April 2020 - 16
The NAFCU Journal March-April 2020 - 17
The NAFCU Journal March-April 2020 - 18
The NAFCU Journal March-April 2020 - 19
The NAFCU Journal March-April 2020 - 20
The NAFCU Journal March-April 2020 - 21
The NAFCU Journal March-April 2020 - 22
The NAFCU Journal March-April 2020 - 23
The NAFCU Journal March-April 2020 - 24
The NAFCU Journal March-April 2020 - 25
The NAFCU Journal March-April 2020 - 26
The NAFCU Journal March-April 2020 - 27
The NAFCU Journal March-April 2020 - 28
The NAFCU Journal March-April 2020 - 29
The NAFCU Journal March-April 2020 - 30
The NAFCU Journal March-April 2020 - 31
The NAFCU Journal March-April 2020 - 32
The NAFCU Journal March-April 2020 - 33
The NAFCU Journal March-April 2020 - 34
The NAFCU Journal March-April 2020 - 35
The NAFCU Journal March-April 2020 - 36
The NAFCU Journal March-April 2020 - 37
The NAFCU Journal March-April 2020 - 38
The NAFCU Journal March-April 2020 - 39
The NAFCU Journal March-April 2020 - 40
The NAFCU Journal March-April 2020 - Cover3
The NAFCU Journal March-April 2020 - Cover4
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