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Onboarding a single commercial client can take up to 16 weeks and cost $20,000 to $30,000 per client according to Deloitte. Onboarding hires can be similarly costly. It's time to get better at onboarding.
In commercial banking, a great Relationship Manager (RM) can make or break your client portfolio. They’re not just loan originators – they’re trusted advisors, portfolio strategists, and the face of your institution to the market.
73% of professionals have left a job because they didn’t fit in. That’s a hiring mistake banks can’t afford to make.
Many banks are just beginning their AI journey, creating a prime opportunity for those ready to innovate. The real question is: Is your banking team using genAI yet?
Now is the time for commercial banks to zero in on commercial payments and transform them into a cornerstone of their growth strategy. Building the right team is essential to driving this transformation
Commercial banks are evolving. IT spending at commercial banks grew by 5.6% in 2024 and will continue to rise at a compounded annual growth rate of 4.6% through 2028. This shift signals a move away from short-term cost-saving measures to a more strategic approach focused on long-term transformation.
The role of relationship managers is evolving rapidly. Commercial banks that support their RMs with the right tools, training, and incentives will not only strengthen their client relationships but also gain a competitive edge.
73% of senior business leaders manage multigenerational workplaces, but without thoughtful strategies, these differences can lead to misunderstandings or conflict. Here’s how to turn diversity into a strength.
Employee engagement isn’t just a buzzword—it’s a key driver of success, influencing customer satisfaction, retention, and profitability. Research shows that 73% of employees at “purpose-driven” companies are engaged, compared to just 23% at others.
Creating an environment where women can thrive in executive roles requires a multi-faceted approach. From flexible work schedules and inclusive hiring practices to mentorship programs and workplace culture improvements, companies need to be proactive in their efforts if they want more women executives.
