Friday, January 15th, 2016

Managers Are Often NOT Doing Manager Work

This is mostly a repeat of a previous post from January 2014. At this time, I feel it is worth repeating!

People with the title of “manager” working inside CPA firms usually are not doing what a “manager” should be doing. Just like many partners, managers get very comfortable actually DOING the work rather than carrying out manager level responsibilities and activities.

Managers play a key role in employee engagement and retention. Remember, people leave bosses not firms.

I once asked a group of CPA firm owners to give me their expectations of a person in the manager role and to keep it very simple. I think the following bullet point job description says it clearly and concisely. How do your managers stack-up?

  • Solid technical skills, with an area of technical expertise that is recognized
  • Good communication skills, both written and verbal
  • The ability to manage and develop team members
  • The ability to manage client relationships
  • The ability to manage multile engagements
  • The ability to manage engagement profitability
  • Executive presence
  • Must be an advocate of the firm
  • Participation in firm marketing activities
  • Participation in personal marketing activities
  • Participation in various firm internal projects
  • Be viewed, by most firm owners, as a candidate for partner status

Addendum for 2016: So many partners declare they have no one who can replace them when they retire. If you want succession to work at your firm you must work with your managers on these key traits. Developing people is a key characteristic of a competent partner.

  • "To add value to others, one must first value others."
  • John Maxwell

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