Archive for the ‘Talent’ Category

Wednesday, April 1st, 2020

Interview Questions For Remote Workers

“The individual needs to be someone who can be successful with a level of independence.” – Jennifer Farris

At this point in time, almost all of us are remote workers. When we move into summer, hopefully, many of you will be returning to the office to work. Going forward, there will be a strong trend to hire remote workers.

From an article via Fast Company, former Google recruiter Jennifer Farris, who is currently the chief people officer at Terminal, a company that establishes teams of engineers for companies around the world, tells us:

“The biggest factor of being able to work remotely is if you can get work done without someone looking over your shoulder,” she says. “Sometimes a really talented worker can have a harder time adjusting to the new world of remote working arrangements. They might need extra support—someone physically close to them. It’s not for everyone.

Farris recommends some areas to thoroughly explore:

Previous Experience – Past experience is a good indicator of future behavior. It would also be helpful if they completed some of their education in a remote environment.

Communication Skills – They must be proactive in finding solutions or help. Ask them how they have done this in the past.

Also, find out how they like to be managed. What do they expect from management?

Be sure to read the entire article. It will help you ask the right questions when hiring remote workers in the future.

  • You can dream, create, design and build the most wonderful place in the world…but it requires people to make the dream a reality.
  • Walt Disney

Tuesday, March 31st, 2020

Your Staffing Model

“Most people work just hard enough not to get fired and get paid just enough money not to quit.” – George Carlin

I have been thinking that maybe CPA firms would be busier than ever in 2020. But, maybe I have been thinking wrong.

I read this morning that Friedman, a well-known Top 100 firm laid-off 50 people on March 26. You can read all about it here via goingconcern.  A recent survey found that 41% of accountants believe job cuts will happen at their firm because of COVID-19.

The article makes it sound like Friedman did not handle the situation very professionally. One person’s comment:

The person knew something was up when they were locked out of their computer on Thursday morning. So they called IT.

“They immediately slammed the phone down. I guess they knew I was on the fired list,” the person said.

What about your firm? Do you have a people plan ready for moving forward in 2020 after the tax crunch is over? I still believe that there will be so much work that needs to be done helping clients understand all the new rules and guidelines and also, helping them with budgeting and planning how they will survive into the future.

 

  • When I was 16, I worked in a pet store. And they fired me because they had three snakes in there, and one day I braided them.
  • Steven Wright

Friday, March 27th, 2020

Too Many At The Top

“No one can make you feel inferior without your consent.” – Eleanor Roosevelt

There are many CPA firm partners who are nearing retirement. They have always dreamed of passing their firm on to the next generation, dreamed of having it survive. Sorry to say, that is going to be an unfilled dream for many small to mid-size firms.

The reason? They are top-heavy. They are counting a few top performers to replace many, including some non-performing partners?

Read this post about the Upside Down Pyramid – it’s Flashback Friday!

Stay safe!

  • The fool doth think he is wise, but the wise man knows himself to be a fool.
  • William Shakespeare

Tuesday, March 24th, 2020

Do You Have People Who Aren’t Self-Aware In Your Firm?

“I am dating a woman now who, evidently, is unaware of it.” – Gary Shandling

Research shows that although 95% of people think they are self-aware, only 10 to 15% actually are.

In a recent article via HBR, you probably can find them in your office. It is my observation that you definitely find them in CPA firms!

These are people who have solid qualifications and are intelligent, yet they have no clue as to how they come across to their co-workers or employees. They are not only frustrating, but they can also cause increased stress and decreased motivation for others on the team.

Sometimes it is hard to identify that the real problem is lack of self-awareness. Some things to consider are that they don’t accept critical feedback, they lack empathy, they have an inflated opinion of their contributions and they are hurtful to others without realizing it.

Sometimes upward feedback surveys can bring the issues to the surface. In other cases, if you recognize it in others, you might have that crucial conversation with the person yourself.

Read the entire article. Plan to deal with these situations rather than sweep them under the carpet and risk driving top performers away from your firm.

 

  • There must be a happy medium somewhere between being totally informed and blissfully unaware.
  • Doug Larson

Thursday, March 5th, 2020

Managers Play A Key Role In Engagement

“’No news is good news’ should not be an employee recognition program.” – Sharlyn Lauby

Partners and owners in public accounting firms rely heavily on those experienced employees who have significant experience. They have learned and evolved over the years and are now managers in the firm.

Firm managers are on the frontline when it comes to all the other team members (supervisors, seniors, staff, associates, bookkeepers, etc.) who make up the remainder of the accounting/tax team.

Thus, managers play a key role in the training, development, and motivation of others. They make a big difference in the daily lives of your entire staff.

One big issue I have observed is that owners don’t often provide enough training for managers in the art of actually managing. “The firm” sends them to various CPE courses and encourages them in their online training in the technical skills they need to succeed. In other words, they invest in teaching them tax, audit, and accounting. Learning people skills is left to chance.

Lots of articles and surveys have told us that employees do not leave a company (firm), they leave a manager. So, lessening turnover and increasing employee engagement is the responsibility of the manager.

How can your managers create a great day for employees? Sharlyn Lauby (@hrbartender), an HR pro give us eight tips:

  1. Deliver a learning moment.
  2. Use the employee’s strengths.
  3. Tell employees they made an impact.
  4. Recognize an employee’s accomplishments.
  5. Offer inspiration.
  6. Help employees make progress toward their goals.
  7. Create collaborative opportunities.
  8. Let employees make it theirs.

Read more about each of these eight tips in this recent post from Lauby.

  • The goal is with every interaction to provide employees with an engaging experience.
  • Sharlyn Lauby

Wednesday, March 4th, 2020

Why Women Leave CPA Firms

“What is not acceptable is watching talent walk out the door.” – Joey Havens 

I recently read a great article via the Journal of Accountancy by Joey Havens, Why Women Leave Firms – And What We Can Do About It. 

He tells us two troubling stories about real-life situations for female CPAs in public accounting.

Havens notes: “I’m making the decision to get up from this gut punch and work even harder to make sure we shine the light on a better path forward. I commit to help elevate our profession until we are known as a place where every individual has an equitable playing field and opportunities to pursue their full potential and dreams.”

Then he goes on to give us some steps to take to prevent women from walking out the door!

  • Many of us in this profession are clinging so tightly to working the way we always have.
  • Joey Havwens

Thursday, February 13th, 2020

Every Firm is Hiring

It is common knowledge in the profession of public accounting, every firm is hiring.

They are looking for top, young talent. It seems every firm is looking for the exact same candidates.

Here’s something from Peter F. Drucker that you should think about:

“Determine whether your organization is betting on young people, older people, or immigrants. Make sure you have a plan for the gradual decrease in the youth market and the increase in newcomers and the aged.” – Peter F. Drucker

What is your plan for the future? If you are a partner, you should be developing two talented people to replace you. That should be your number one priority. Or, your partner group needs to admit that selling-out or merging-up are on the horizon.

Either way, you must have an attractive culture and be progressive and efficient. No one wants a firm that is not thriving and growing.

  • The best way to predict the future is to create it.
  • Peter F. Drucker

Friday, January 24th, 2020

Provide Training For Your Leaders – Please!

“Learning never exhausts the mind.” – Leonardo da Vinci

Convergence Coaching’s Spring Transformational Leadership Program™ (TLP) is open for registration! This year-long program kicks off at the end of May and is designed to take high-potential managers, senior managers, principals, and newer partners to their next level of success in leading others and the firm.

So much is changing. Now is the time to expand your visibility & take on a meaningful role to drive change at your #firm. Learn the skills you need to advance your #role with the @ConvergenceSays TLP. Here is a helpful video –  https://youtu.be/xKP8KeKFMkg

For more detailed information about this valuable program, click here.

The program fills up quickly so don’t wait too long to register.

  • Tell me and I forget, teach me and I may remember, involve me and I learn.
  • Benjamin Franklin

Monday, January 20th, 2020

Retaining Top Talent

“It doesn’t make sense to hire smart people and then tell them what to do; we hire smart people so they can tell us what to do.” – Steve Jobs

It is very difficult to find and hire talented accountants and administrative personnel. Accounting firms have been struggling for years with this topic and it only seems to be getting more challenging. So, once you do hire a qualified person, how do you keep them?

I recently read a good article via HBR titled, Why People Quit Their Jobs.

In the CPA profession, we have heard for years that the reason people leave their jobs is the fact that they have a poor manager (boss).

Research now tells us that there is more to it than just a bad manager. Technology has enabled companies to better track reasons people leave jobs. A lot of it is personal reasons. Another interesting aspect is that large companies are tracking what employees are doing that might indicate they are unhappy with their current job like how much time they spend on LinkedIn.

It seems that comparing themselves to their peer group – both business peers and personal friends causes people to consider their current job status.

Take a few minutes to read the article, I think you will find it helpful in your quest to retain top talent.

  • Hiring the right people takes time, the right questions and a healthy dose of curiosity. What do you think is the most important factor when building your team? For us, it’s personality.
  • Richard Branson

Thursday, December 12th, 2019

Why Poor Performers Stay

“Peace is not absence of conflict, it is the ability to handle conflict by peaceful means.” – Ronald Reagan

Some of your team members are not meeting expectations. Some are downright disruptive.

You have been unhappy with them for a long time, usually years. A new employee could easily cover their workload and often at a much lower pay rate. Yet, you do not deal with the situation.

The unhappy employee continues to inject poison into your culture. When asked, they willingly explain that they are not happy with firm leadership but they stay because they love the work, love the clients and the firm needs them.

The real reason they stay – they make too much money to quit. With their performance and work history, they could not easily find another job that pays as well.

  • The most important thing in communication is hearing what isn't being said. The art of reading between the lines is a lifelong quest of the wise.
  • Shannon L. Alder