talent & career development

sponsorship might keep talent from exiting

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are your best people having to work too hard to fit in?

by mary l bennett

although most accounting firms think of their organizations as inclusive, this goal is rarely achieved in practice – at least through the eyes of diverse professionals. subtle, unconscious differences in behavior by current leaders and staff result in a significantly different experience for individual team members and often lead to widely divergent career trajectories.

more: what new leaders want in ownership | what’s the why? | marketing: not just for partners anymore | leadership growth is a two-way street | win with an intentional culture
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these differences in career navigation experience often contribute to attrition by diverse top talent firms seek to build. targeted sponsorship relationships can mitigate the challenge and help the firm achieve its goals for growth, sustainability and diversity.
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the great resignation or a reshuffling?

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how many in-person days make sense for your firm… and who decides?

by steven e. sacks

the concept of “quiet quitting” is now mainstream thought. summer 2022 is over, and with it, for many companies and their workers, their remote work arrangements.

more: four accountability steps for firm success | how to build a standout team | five keys to becoming a high-performing firm | assessing your firm | the 4 traits of great cpa leaders | why leaders must ensure clarity | incremental vs. exceptional success
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many recognizable companies have sought to get back to some normality. some want workers to return to the office full-time, some have asked for a two- to three-day in-office arrangement, and some have viewed remote work as successful and see no reason to change anything for the foreseeable future.

workers will not easily accept these changes.

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three strategies to keep emerging leaders energized

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business people laughing at lunch in a cafe outdoorswhat role do partners play?

by angie grissom
bridging the gap

if new leaders are to come from within, then firms must succeed in retaining their team members over the long term. this isn’t always easy but with the right tactics, current leaders can establish policies that increase engagement to reduce attrition while also building the necessary skills and attitudes for successful leadership in younger team members.

more: marketing: not just for partners anymore | how to close the generation gap | eliminate mystery through communication | leadership growth is a two-way street | how to encourage firm ownership | change when? continuously | win with an intentional culture | each generation must change
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a recent survey conducted by the aicpa showed one of the biggest concerns accounting firms are facing today is employee retention and engagement. this is no surprise and is endemic throughout the entire profession. as the economy takes a turn for the better, the rate at which team members are leaving their current employment or seeking further opportunities is accelerating. many of the people leaving firms are the emerging leaders.
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