This column looks at the three main causes of turnover across industries.
Weekly staff meetings and town hall-style meetings allow employees in the corporate office in New York City to ask honest questions and get a response.
Generational expert Jason Dorsey recommends ways employers can recruit (and keep) members of the often-misunderstood Millennial generation.
Would you like $1,000 to go on vacation this year? It’s yours at High Rock Accounting, but there’s a catch.
Retention expert Chason Hecht says employee retention requires tapping into employees’ need for connectedness, challenge, and fulfillment.
CEO and founder Gabrielle Luoma, CPA, CGMA, cross-trains her staff so they understand both their own and their co-workers’ roles.
Theresa Richardson, CPA, is a partner and the chief talent officer at WithumSmith+Brown. As chief talent officer, she reports directly to the firm’s CEO and oversees all aspects of talent.
Completely virtual workplaces. Flat hierarchies. Employees who set their own hours. Vacation stipends. Silicon Valley? Not quite. Meet seven employers that have radically rethought the ways they relate to their CPAs and are reinventing the accounting workplace.
Forty hours may be a standard work-week—but there's no such thing as a "standard" CPA.
Some profitable firms have found that employee stock ownership plans have helped them preserve their culture and provide stability.
At first glance, you might take Rock Hill, S.C.-based CPA firm BNA for a tech startup.
Transparency and ownership are the bywords at Denver-area firm ClearPath Accountants.
firms need to take different approaches to market themselves to attract CPAs.
At California firm Frank, Rimerman and Co., coaching permeates the entire culture.
Recruiting a diverse workforce can be a challenge for CPA firms outside the Big Four, but it can be overcome with a commitment to building relationships.
When it comes to change, you need to lead, follow, or get out of the way.
CPAs should help a family business operate in a professional fashion.
Today’s younger CPAs want to work at a firm that rejects rigid rules and allows them to define their own workday.
Recruiters from large firms look for candidates who have strong communication and collaboration skills, can learn new software quickly, and plan to achieve CPA licensure.
These strategies can help you and others in your firm take a stand.