Most banks don’t have a performance problem—they have a pretending problem. When people pretend not to see standards or hear deadlines, accountability culture in banks breaks down, and execution turns into excuses. A nationwide survey revealed that 87% of bank employees believe their coworkers avoid ownership. The highest-performing institutions stop the cycle by implementing bank employee performance systems that create clarity, structure, and follow-through. They build a banking execution culture where results-driven teams thrive, boosting deposits, morale, and profitability.
Watch the video below to learn how to install a performance culture that sticks—and changes everything.
Let me say something uncomfortable but true. Most bank teams don’t have a performance problem.
They have a pretending problem.
People pretending not to know what excellence looks like.
Pretending they didn’t see the standard.
Pretending they didn’t hear the deadline.
And when pretending becomes the culture, accountability dies.
We’ve conducted the largest nationwide accountability culture survey. And here’s what we found…
Eighty seven percent of employees believe their coworkers pretend not to know what’s
expected of them.
Let that sink in. That means that almost nine out of ten people think their teammates are
willfully avoiding ownership. And in that kind of culture, you don’t get execution, you get excuses.
Now, don’t get me wrong. Most people don’t mean to undermine accountability. They’re good people.
They’re just part of a system that tolerates fuzzy expectations, no follow through, and vague
coaching like let’s just do our best.
What they really need? Clarity, structure, measurement, feedback, and celebration.
That’s what a performance culture delivers.
When accountability becomes your cultural standard, cross sales rise, deposits grow,
morale improves, and profits soar because suddenly everyone knows,“Oh, this is how we play here
and we play to win. It’s not about pressure. It’s about purposeful pursuit of performance.”
The best banks aren’t the ones who demand results with a stick, they’re the ones who install systems
that create self led teams where people take ownership and actually like it because people want to win.
They just need a scoreboard and a coach who believes they can. But let me be clear. This isn’t going to happen
with another staff meeting or a memo or my personal favorite, a new poster in the break room about excellence.
Accountability isn’t a slogan. It’s a system. And when the system is installed correctly, stage appropriate,
it changes everything.
Incidentally, you’ll never guess what the one trait every bank award winner has in common.
It’s not a logo. It’s not a branch count. It’s not a flashy website. It’s accountability.
They have cultures where execution happens because the system demands it and the people embrace it.
That’s why they’ve been named one of the best banks in America.
And if you’ve built a culture like that or you’re on your way, you should apply for a Banky Award
at BankyAwards.com because culture like that deserves to be seen.
So if you’re tired of nudging people, who should already know.
If you’re done tiptoeing around performance and if you’re ready to build a culture of accountability that
drives results without drama, get your Banky Award application in at BankyAwards.com
and let the world know you don’t just have a culture, you have a performance culture.
That’s what changes everything, and it starts now.
To your continued success,
Roxanne Emmerich
Please watch the video above and share it with your exec team and board.
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