Most of the accountants I've talked to, and the AICPA's chief himself (here), talk about the importance of getting firms in-sync with younger professionals. And I'm flat-out afraid I'll be called predictable if I mention the heat's really on them because of the competition for young CPAs with a few years of experience under their belts.For the accountant, it all comes down to communication: Making sure you're clear in letting your firm know what you're looking for in terms of pay, quality of life, balance and benefits.According to The Wall Street Journal, the survey indicates companies underestimate the value of health-care benefits in keeping employees on-board. Deborah Keary, director of human resources for the Society for Human Resource Management, told the Journal employers shouldn't single out pay or job opportunities by themselves as the greatest retention issue. Both are contributing factors to the retention challenge, she said.
CFOs Value Employee Loyalty [JITM]
AICPA Chair Talks Retention [JITM-CW]
1 comment:
With any survey, watch who is doing it and why. I am a big skeptic when it comes to the audit firms, for example telling everyone else what it takes to keep any employee, especially Generation, X, Y or Z. It would be very surprising if the tone of the their comments was less than optimistic about their ability to appeal to whatever constituency they are targeting. They also would never say, "We need to pay more or more fairly. We need to offer better benefits." It's easier to say that the issues are more subtle, soft and can be remedied by doing fun things that don't cost as much money or set them in conflict with their peers or clients. If you could only see the results of internal surveys of employees, such as PwC's Pulse survey...Although I was always skeptical that even with those, the results and statistics distributed to the general employee population were edited. In my experience, lack of leadership and bad bosses rank high up there with unfair compensation programs and lack of satisfaction with performance review processes for reasons employees are disgruntled and eventually want to leave.
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