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October 4, 2023

How to Incorporate Work-from-Home Days at Your CU

Work-from-Home Days at Your CU

As financial institutions and other businesses become more tech-savvy, we see more companies offering work-from-home (WFH) opportunities to their employees. While credit unions are known for their exceptional in-person services, implementing WFH days for non-member-facing staff can have many benefits.

While much research has been done into the top benefits of remote and hybrid schedules, some of the biggest advantages include:

  • Improving Work-Life Balance
  • Reducing Commute Stress: The average one-way commute in the U.S. is approximately 27 minutes, and most commuters drive at least 100 hours to and from work per year (with 40+ of those stuck in traffic). Commute stress not only “wastes time” but can also negatively affect health.
  • Saving Money: Even for those working a hybrid schedule, money savings are real (around $4,000 per year). WFH can reduce or eliminate costs associated with gas, car maintenance, parking, wardrobe, dining out, car insurance, and more!
  • A Positive Impact on the Environment and Sustainability
  • Increased Productivity and Performance by Employees



Now, what’s next? Here’s how to go about incorporating work-from-home days at your CU.

1.  Talk to Your Board

Ultimately, your board must decide that offering a WFH option is a good idea. Before you present the idea to your board, be sure to do your research, have a plan, and put together a presentation showing the benefits. Some of the benefits you could mention include the expansion of your hiring options to talent outside of your municipality, the ability for staff to work when they can’t come to the office, the likely increase in employee retention due to enhanced schedule flexibility, and savings on gas and general wear on personal vehicles.  Your presentation should also include the potential cost of supplies such as laptops. If supply costs end up being more than the CU’s budget allows for, you may have to put off implementation until next year.

2.  Collaborate with Management

Once your board agrees to incorporate work-from-home days, you’ll need to have a meeting with the managers of each department. Managers of non-member-facing staff should begin planning WFH schedules and set aside time to discuss this new option with each employee. Managers of member-facing staff should relay the information and explain how it will benefit the credit union.

3.  Prepare for Some Backlash

You are bound to have at least one disgruntled employee who doesn’t agree with WFH days. This could be due to being a member-facing employee who can’t utilize this new option, or being an employee who simply doesn’t like working from home, or even a member of management who believes their staff will be less productive at home.

Either way, you need to prepare for some backlash – because change is never easy, and some people handle change better than others. In the instance an employee is upset by this change, consider scheduling a 1:1 meeting to address it. While an email may seem easier (and most likely is), a 1:1, whether virtually or in-person, demonstrates caring and the need to better understand the employee’s POV.

If your CU is considering adding work-from-home flexibility to their routine, keep these points in mind to help the process go as smoothly as possible.



Getting started with a WFH policy can be tricky, especially if it’s new to your financial institution. If you’re ready to craft a new remote work policy and aren’t sure where to begin, check out this article from Genesis HR. Their handy guide will not only provide you with seven work from home best practices that your credit union can leverage, but also gives you access to free guide templates. You’ll be on your way to creating your policy, proposals, and agreements in no time!

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