Wednesday, April 7th, 2021

Goals

“The only criterion for what makes a good goal is that the person working towards it must set it for themselves, voluntarily.” – Marcus Buckingham

CPA firms, usually on an annual basis, have each team member establish goals for the coming year. This happens after the annual performance feedback exercise. Many firms have now moved beyond the annual tradition and are providing feedback much more frequently: Semi-annually, quarterly or monthly. Of course, the best firms provide feedback continually and have even discontinued the annual or periodic formal feedback session.

The current workforce wants to know how they are doing much more often than periodically. It makes me think of taking small children on a drive to a family outing or to a visit with grandparents. They ask, “Are we there yet? Are we there yet?” about every five minutes. That is how your employees feel; they want to know.

A friend of mine has an online job. They have never met their supervisor face-to-face. There are guidelines and parameters and lots of communication with their supervisor. At the end of each day they get a report on how they did that day. Are you anywhere close to that?

Some firms continue to assign goals to individuals based on their performance. Progressive firms involve individuals in setting goals. The person drafts their own goals and the supervisor advises and approves. Be sure you encourage people to have fewer goals and shorter timeframes. Something like two goals per quarter. I have observed that if a person has six or eight annual goals most of them never get accomplished.

CPA managers and partners need to give more frequent feedback and guidance and listen to where the individual wants to go with their career. They want to know, “Am I there yet? Am I there yet?”

  • "Progress is impossible without change, and those who cannot change their minds cannot change anything."
  • George Bernard Shaw

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