First Entertainment Credit Union Company Culture & Values

Tell us about your experience with the onboarding process at First Entertainment Credit Union.

As a new member of the credit union, I was slightly nervous about how my first few weeks were going to go. I had no prior background in the credit union world and was coming from a completely different background. I was pleasantly surprised to find out that every person at this company would guide me and support me through this journey. From the security guard to the CEO, everyone was willing to answer questions and have candid conversations.

I went through a two-week course that offered a thorough debrief about the company culture, the value this credit union places on its members and the impact we have as teammates to build a united team. We took additional online courses that also informed us of the knowledge needed to be an ethical and experienced banker and prevent any damage to our members or company. Every person I would interact with on the job, I got to meet within the first week of on-the-job training. It was a very seamless experience from technical setup to training. 

How did the onboarding process contribute to your understanding of the company culture, values and expectations?

From a company culture and values perspective, it showed me how closely the people at this company align with the values. During my orientation, we went over the core values and the history behind them. It was taught to us that the core values were actually constructed by the people at this company. I didn’t necessarily believe that until I went on the executive floor and there was a big blowout of our core values along with every signature of every person in this credit union. I think that really set my expectations for the culture and values this company stood for.

I thought it was incredibly helpful to learn about the construction of the company values and understand that the people here really agreed upon and embodied those values as well. The training programs for me were extremely valuable to understand the credit union as a whole. With no prior experience, it allowed me to get a full working knowledge of the credit union industry as well as the way First Entertainment operated as a Credit Union.

What about your onboarding experience was different from past experiences starting in a new role? What do you think made it so effective?

This was the first onboarding experience that I did all in person. I went into the company as a hybrid position, so I was a little weary about coming into the office every day for the first two weeks. But I think that really impacted the overall effectiveness of the onboarding and training. You really got a grasp of the people, and I had an amazing time with my cohort.

By the time we got to our last day of training, we didn’t even realize it had been two weeks! I met all the staff in HQ within the first few days, I got to attend a few company events and was able to get a better understanding of the company by having impactful conversations with my new colleagues. I can honestly say that the people are what made it different from previous experiences. It is one thing to say that you are this and that and it is another thing to actually see it in real time. I am extremely proud to be a part of this team.

Describe your sales team culture in one word. Why did you choose that word?
Empowered. I chose this word because I believe in giving my team the tools, knowledge and support they need to succeed. When employees feel empowered, they take ownership of their roles, perform with confidence and provide excellent member service. My leadership style is compassionate and focused on coaching. I work to create a space where the team feels confident, valued and connected to our mission. When my team wins, I win — and most importantly, our members benefit.

What are your team’s traditions or growth opportunities? How do these traditions help team members connect, evolve and stay motivated?
We believe in continuous learning. Whether it’s product training, service coaching or adapting to industry changes, we grow together. I create a safe space for asking questions, sharing feedback and supporting one another. We also celebrate wins — both big and small. Regular huddles, one-on-one meetings and team check-ins keep us aligned and energized. These traditions build trust, connection and motivation while helping each team member feel like they belong and have a purpose.

How does a strong team culture make you feel more connected to your day-to-day work?
Team culture is everything to me. I’ve spent 20 years in banking, and I stay motivated because of the people — my team and our members. I care deeply about creating a positive, supportive environment where my team can thrive. ‘Sales’ is not a dirty word to me. Sales is service. It’s our job to educate members about the tools that can improve their financial lives. When my team leads with purpose and feels supported, I feel connected to the work and am proud of what we do together.