Showing posts with label employees. Show all posts
Showing posts with label employees. Show all posts

Wednesday, February 3, 2016

2015 in review: An open letter from EPL’s CEO


The start of a new year affords me two unique opportunities—a chance to reflect in earnest on the successes and failures over the course of the past year, and to affirm strategic goals and areas of focus moving forward.

As easy as it is to get caught up in day-to-day issues, it’s imperative that we, as a team, take a step back and look at the big picture—to piece together the puzzle and appreciate where we stand today in comparison to one year ago. With great confidence, I can say that, to me, 2015 represented 365 days of unprecedented forward movement, growth and visibility for EPL, its customers and its industry partners.

2015 was the year that Dedagroup ICT network entered the U.S. market and identified our company as its first partner by making a multimillion dollar investment in our team. The effects of this have been overwhelmingly positive, providing our team with technological and capital resources that have propelled us from being a relatively small core solutions provider to an industry disruptor that is part of a global brand generating over $3 billion in gross revenue. EPL’s people have always been the driving force behind the successes we’ve enjoyed, and now our team is equipped better than ever to dominate the competition and capture significant new market share. 

EPL’s reputation for exceptional service is rooted in our brand’s identity—customers know it, and so do our competitors. That fact that 2015 marked the return of a former long-time customer, North Alabama Educators Credit Union (NAECU), speaks volumes about the incredible value we create by delivering industry-leading service and solutions. Customers like NAECU who have experienced the EPL difference find that big-box providers simply aren’t equipped to provide the responsiveness and attention that we give our customers every single day.


The warmth of the summer brought a contagious momentum that perforated the room at our 2015 Customer Conference in Orlando, Fla., where we introduced our Dedagroup partners and unveiled EPL’s new direction. We gathered feedback, socialized and together looked toward the future. As we reconvened in the fall at our Product Advisory Team meeting to finalize our new product roadmap, it became clear to me that this palpable momentum had not waivered, but instead gathered steam.

And gather steam we did! Soon after the Product Advisory Team meeting, a strategic partnership with the National Federation of Community Development Credit Unions was announced to develop CU Impact, a  core banking platform designed to scale the delivery of innovative products and services offered by credit unions operating in low-income and underserved communities. Throughout 2015, our skilled team was able to  develop new proprietary solutions and deliver 12 releases, including four major product releases for i-POWER®, with areas of focus in accounts payable and lending, as well compliance, security and technology enhancements.

Also, in the fall, our team was thrilled to announce that EPL’s board approved a measure to eliminate the TRiP charge from our customers’ invoices, saving the collective group approximately $1 million per year. TRiP highlighted six specific areas of technology development—security, client platform support, application architecture, database and database architecture, integration services, and hardware and operations—and many key milestones have already been reached. EPL’s continued focus on technology development will ensure the long-term sustainability and viability of i-POWER®.

Internally, we recalibrated our leadership hierarchy, assigning new roles and responsibilities designed to increase growth through an intensified concentration on product and business development. With open arms, the EPL team welcomed our Dedagroup NA colleagues and their wealth of expertise into our offices as additional resources to help us achieve the strategic goals set forth by our Product Advisory Team. The progress we’ve made thus far led us to a consensus that in 2016, in lieu of holding our annual Customer Conference, we will double down on our Product Advisory Team meetings and initiatives, incorporating regional meetings as requested.

Looking back over these tremendous accomplishments, it would not be a stretch to say that perhaps 2015 was our best year to-date. What I can say with certainty is that this past year was only a glimmer of what is to come for our team and our partners at Dedagoup NA.

2016 will see the integration of a real-time general ledger, a new in-house credit card module, improved batch credit card interfaces, new relationship pricing functionality and a few other exciting surprises for our loyal customers.

I’ll leave you with this—none of this would have been possible without the hard work and dedication of our entire team.

Together we solve problems, develop innovative solutions, support one another’s creativity and out-of-the-box thinking, and constantly challenge the status quo. Ordinary efforts don’t produce extraordinary results, and it’s evident to me that nothing about EPL is ordinary. So today, I express my sincerest gratitude to each member of the EPL team for your tremendous efforts, and to each of our customers and partners for traveling the road to greatness with us. I assure you the best is yet to come.



EPL Staff

EPL, Inc. 

Wednesday, August 27, 2014

Attracting and Retaining Gen Y Employees

By 2025, millennials (those born between 1981 and 1995) will account for 75% of the U.S. workforce.  Don’t wait until then to start planning for their arrival in your business. Take a close look at how millennials work in order to understand how to work with them.
As employees hailing from Generation Y, they have the ability to be a positive influence on the culture of a workplace based on their enthusiasm for networking and collaboration. They can assist current leaders with newly emergent challenges. They desire to join the succession pipeline for their supervisors’ positions because they have high expectations of themselves. They want to be challenged and make meaningful contributions right away. They want opportunities to use the knowledge, skills and talents they have to solve problems, innovate and lead.

Millennials have gotten a bad rap.  They are perceived as entitled, insubordinate, lazy and ungrateful.  However, the truth is that they are anything but. More than any other generation, millennials want to make a difference, and they’re willing to put in a lot of time and energy to do so. In addition, they do what their managers tell them to do more frequently than those of any other age group. 

To make better connections with millennials, keep these ten (10) tips in mind:
  1. Let go of your stereotypes and focus on their positive attributes.
  2. Pair them with executives who can support their careers while having millennials teach executives about new technologies.
  3. Focus on their results more than where and when the job gets done.
  4. Use social networks to engage them — not to just post jobs.
  5. Don’t restrict Internet usage; if you block social networks, they may not want to work for you.
  6. Establish internal hiring programs to give millennials — and all members of your workforce —opportunities for growth.
  7. Align your company’s message to a cause to give them a sense of fulfillment at work.
  8. Sit down with them and be open about the company’s health, their performance and the future of your group. They will trust you in return.
  9. Millennials want to make a major impact at your company, so give them the tools, support and resources to do so.
  10. Develop gamification applications to engage millennials and build your brand.

Other Takeaways:
  •    #1 Complaint?  Hearing you say, “When I was your age…”
  •    No news is bad news.  Feedback is essential.
  •    Technology allows work and personal life to overlap.
  •    Remember. They can’t imagine being as old as you are. 

Generation Y wants to keep learning and be developed incessantly.  Every single day more than 10,000 baby boomers reach the age of 65. That is going to keep happening every single day for the next 19 years. Generation Y is in the pipeline to replace them all, but they can’t prepare themselves without proper mentoring, development and succession planning.  Ask yourself and your company leadership this question: What are you/we doing to help our company prepare for the future?  The times to act is now, and keep the lines of communication open.

Cathy Hulsey
VP-Human Resources