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Fusion Credit Union is guided by its values

When Mike Loewen joined Fusion Credit Union as its chief risk officer in 2020, he says the onboarding program helped him see he had made the right choice.

Employees new to the credit union participate in brand experience training, where they learn how Fusion’s brand is more than a logo and tagline. The training focuses on Fusion’s values and how they are key components of the brand experience.

“We explore our personal connections to the values,” says Loewen, now chief risk and people officer. “Going through that program, I had a strong sense that there was a good connection between my values and Fusion’s values. It gave me the confidence that I was working somewhere that uses its values as a key ingredient to guide the organization.”

Fusion, which is based in the Parkland and Westman regions of Manitoba, also places an emphasis on nurturing employee development. “This also boosts employee engagement and retention,” Loewen says. “Employees want to be engaged, and our employee development model is a real attraction and retention tool for us.”

The organization provides many opportunities for employees to build skills for their current roles or to develop into future positions. New employees are paired with a mentor in the same role to support them through their first days. Employees have career path roadmaps, which are customized to identify and address areas they need to focus on to build skills to reach their goals.

Fusion provides funding and study time for employees to take courses in areas of interest, as well as a tuition assistance program for degree or diploma programs. Employees also have access to industry learning tools and certifications in areas including member experience and specific financial products. They also have opportunities to join working groups or pilot projects to contribute to organizational improvement and gain experience outside their day-to-day roles.

“It’s empowering and makes me feel proud knowing that the place where I work is consistently encouraging and willing to invest time and resources into helping me become the best version of myself,” says Danielle Durston, member service supervisor.

“It motivates me to show up fully, try new things and push myself. That type of support doesn’t just shape my role, it shapes my mindset coming into work every day and it gives me confidence and a sense of purpose.”

As chair of Fusion’s Young Leaders Group, Durston has also been involved in learning opportunities, such as training sessions geared to help young leaders with effective communication; leading through change; and equity, diversity and inclusion.

Loewen says this focus on learning and career development encourages a growth mindset among employees. “Learning can feel like an extra task, especially when calendars are full,” he says. “But we have mechanisms to encourage our leaders to talk about the importance of education and career development and all the programs that Fusion supports. So, employees see learning as a part of their role and not just an extra task.

“I also think this focus on learning fosters collaboration and knowledge-sharing. For example, our mentorship reinforces a culture where people can help each other succeed.”

Durston agrees. “If I am juggling a lot at once — without fail — there is always someone ready to answer a question, offer guidance or step in when I need a hand,” she says. “I never feel bad asking for help. It’s just part of the culture. It reminds me that no matter how hectic things can get in a day, I have a great team to lean on.”