What if the key to sustainable business success was not profit, but people? Credit unions have long embraced this philosophy, and the results speak for themselves.

Unlike banks, credit unions prioritize people over profit, and that philosophy creates a unique leadership opportunity. Having worked for both banks and credit unions, I can attest firsthand to how credit unions truly put their employees and members first and thrive in ways that go beyond financial performance. Culture, engagement, and leadership are what make the difference.

Think about the best leader you have ever worked with. Chances are, they were not the person who only focused on numbers. They were the ones who valued their people, invested in their growth, and built a culture of trust. When leadership prioritizes people, employees become more engaged and productivity rises.

I work for a credit union executive who makes it a point to visit branches regularly, not to check on sales but to check on people. It is refreshing to see a C level executive out on the floor, working with frontline employees, truly caring about what they do, asking how they can help, and genuinely listening. That stuck with me because I saw how engaged and motivated the employees became just from feeling valued.

Companies that prioritize employee engagement significantly outperform their competitors. A study by Gallup found that businesses with highly engaged employees experience 23% higher profitability and 18% higher productivity. Additionally, Forbes reports that organizations with strong cultures see four times higher revenue growth than those without.

Engaged employees naturally provide better service, creating happy members. Organizations that invest in employee well-being see lower turnover rates, reducing costly recruitment efforts. Sustainable success comes from putting relationships over transactions, fostering an environment where employees and members alike feel valued.

I once saw a struggling employee completely turn their performance around because a leader simply took time to listen and invest in their growth. Instead of jumping to conclusions or enforcing stricter policies, that leader asked questions, offered support, and encouraged development. The result was a highly engaged, loyal employee who became one of the team’s top performers.

Building a people first culture starts with small acts of recognition that create lasting impacts on morale. Investing in leadership development ensures managers lead with empathy and purpose. Fostering open communication creates an environment where employees feel heard and valued.

What do you think is the most important trait of a great leader?