The “Jobs to Be Done” framework can help your credit union develop and expand its growth opportunities. Where do the most fertile opportunities lie? In most situations, look first at needs for which no good solutions exist. To get a handle on how to prioritize member needs, take a closer look: How your members’ “jobs” break down Your members have a variety of needs that we can express as “jobs to be done.” Most fall into two categories:
- Main Jobs to Be Done, the main goals that members want to achieve.
- Related Jobs to Be Done, or ancillary goals that relate to these main jobs.
- Functional job aspects, or practical and objective member requirements, and
- Emotional job aspects, subjective member requirements related to feelings and perception.
- Personal dimension – how the member feels about the solution.
- Social dimension – how the members believes he or she is perceived by others while using the solution.