Core conversions are high-stakes projects that demand strategic staffing, operational continuity and risk management. This article explores how credit unions can right-size their teams, reduce attrition and protect legacy operations during the transition.
The “Easter Sunday” Dilemma
I was recently on a call with a credit union executive preparing for a core conversion. As we discussed staffing and project planning, he shared a sentiment that many in the industry can relate to:
“I want to build my team, but I don’t want to build a church for Easter Sunday.”
This analogy perfectly captures the tension credit unions face during a core conversion. The process demands a surge in resources, expertise and time – but that level of intensity isn’t sustainable long-term. So how do you scale up without overbuilding?
Keeping the Right People
A 2024 Wipfli report found that 46% of credit unions cited employee recruitment and retention as a top concern. Institutions facing a core conversion often see higher levels of attrition to staff burnout, role ambiguity and increased workloads, especially when dual systems are run during the transition.
Why Core Conversions Are So Demanding
Core conversions are among the most complex projects a credit union can undertake. Even when the new core provider offers project management and guidance, the internal workload is significant. Teams must:
- Learn the new system architecture and workflows.
- Maintain operations on the legacy system.
- Support member services without disruption.
- Retrofit reports and ensure compliance continuity.
The Case for Strategic Staffing
One of the most overlooked needs during a conversion is temporary staffing. While your internal team is focused on learning and configuring the new system, dedicated resources are needed to maintain legacy operations and ensure service continuity. This includes:
- Running daily operations.
- Supporting existing reports and integrations.
- Handling member inquiries and transactions.
Without this support, internal capacity constraints can lead to attrition, delays and reputational risk – and your conversion risks delays.
Reducing Attrition During Transitions
Rather than overbuilding your team permanently, consider strategic temporary staffing. This allows you to:
- Scale up for the conversion period.
- Bring in specialized expertise (e.g., report writers, testers, trainers).
- Maintain service levels without long-term overhead.
Think of it as building a flexible bridge, not a cathedral.
Best Practices to Reduce Attrition
- Provide temporary staffing to support legacy operations.
- Invest in structured training programs.
- Communicate clearly and frequently about the transition.
- Offer retention incentives or career development paths post-conversion.
Risk Mitigation: Protecting the Legacy Core
One of the most underestimated risks during a core conversion is neglecting the legacy system. While attention naturally shifts to the new platform, the outgoing core still powers daily operations, member services and compliance reporting. Without dedicated support, credit unions face:
- Operational disruptions that impact member experience.
- Compliance gaps due to missed reporting or audit trails.
- Staff burnout from juggling dual systems.
- Conversion delays caused by resource overload.
By augmenting core system administration – specifically for the outgoing platform – credit unions can protect continuity, reduce error rates and maintain trust during a high-stakes transition. This isn’t just about staffing; it’s about safeguarding the institution’s reputation and regulatory standing
Final Thoughts
Core conversions are pivotal moments in a credit union’s growth strategy. Institutions that invest in strategic staffing and legacy system support are better positioned to deliver a smooth transition, protect member experience and accelerate adoption of the new platform.
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