Wednesday, April 25th, 2012
The April due date has arrived and passed. Are your team members completely burnt-out? Will they almost immediately be thinking, it’s time to move on?
Already in 2012, I have heard about firms losing people. I continue to hear about and read about the brain-drain in public accounting when it comes to females. What are you, as a leader in your firm, going to do about it?
Maybe this year you should consider embracing a career lattice culture rather than a career ladder culture. Not everyone achieves success in the same way. Often there are may detours along the way.
Research has shown that public accounting loses a lot of good people (and many females) when they believe public accounting will not accommodate their personal and career choices. Women want to start a family so they think they must leave public accounting. Don’t let your young talent make this assumption. Most successful firms have already embraced flexibility as a formal part of their culture.
I urge you to paint a picture for your young professionals of a career lattice. Communicate to them: If there comes a times in your life whether you are male or female, when you need or want less (or more), a reduced schedule, more regular hours, less travel, more travel, less responsibility or really want to accelerate your advancement in the firm – talk to us!
Learn more about the career lattice approach from my blog post titled, What Is Your Team Members’ Definition Of Up? I posted it a couple of years ago but it definitely still applies this year.
- A man has made at least a start on discovering the meaning of human life when he plants shade trees under which he knows full well he will never sit.