plus 17 extraordinary benefits to consider offering.
by marc rosenberg
cpa firm staff: managing your #1 asset
“if you pick the right people and give them the opportunity to spread their wings and put compensation as a carrier behind it, you almost don’t have to manage them.” – jack welch
“pay your people the least possible and you’ll get from them the same.” – malcolm forbes
every cpa industry survey we’ve seen for decades shows that compensation is either no. 1 in importance to staff or close to it.
more: staff crave advancement and challenge | what leadership looks and feels at cpa firms | eleven things that good mentors do | give the recognition your staff needs | the importance of great bosses | how remote work is impacting accounting firms | make work flexibility work for everyone | why staff leave cpa firms … and how to stop them | how to solve the big disconnect in talent management | what relevance means for staffing in accounting | how accounting staffing has changed
exclusively for pro members. log in here or 2022世界杯足球排名 today.
our feeling is that compensation is the ante to enter or stay in the game. put another way, according to jeremy wortman:
if college graduates are looking for their first job, or if a young person with a little experience is job hunting, compensation is huge. if a person has two offers, one for $60,000 and the other for $65,000, the higher offer will get the person almost every time. but if the offers are $500 apart and the person likes the firm offering the lower salary better, it’s likely that the lower-paying firm will get the nod.
to read the full article
