{"id":128634,"date":"2024-08-14t12:00:56","date_gmt":"2024-08-14t16:00:56","guid":{"rendered":"\/\/www.g005e.com\/?p=128634"},"modified":"2024-10-26t07:38:25","modified_gmt":"2024-10-26t11:38:25","slug":"by-seth-fineberg-at-large-does-firm-culture-still-matter","status":"publish","type":"post","link":"\/\/www.g005e.com\/2024\/08\/14\/by-seth-fineberg-at-large-does-firm-culture-still-matter\/","title":{"rendered":"does firm culture still matter?"},"content":{"rendered":"

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a well-defined firm culture is key to building an irresistible employer brand.<\/strong><\/p>\n

by seth fineberg<\/em>
\nat large<\/em><\/p>\n

who you are and what you stand for as a firm can mean many things, but if you aren’t explicit about what you are about, you may as well say nothing.<\/p>\n

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more:<\/strong> seth fineberg<\/a><\/h4>\n<\/blockquote>\n

i know this is a bold statement, but over the years, i’ve heard the term “firm culture” tossed around so freely that i daresay, when pressed, that firm leaders will be challenged to have a legitimate answer when asked what it actually is.
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this discussion came up as recently as the aicpa & cima engage event in early june. it was chatted about during breaks, at cocktail hours, and even in a pointed session titled “building an irresistible employer brand in a competitive talent market.” it centered around the idea that if you don’t entirely know or aren’t explicit about your firm culture, you will have difficulty attracting and possibly even retaining talent.<\/p>\n

in an era when the so-called accounting ‘pipeline’ is dwindling, no firm can afford not to know what it stands for. and yet, to my earlier point, so many firms tout their culture as what separates them from other firms, with very few being able to explain in detail what that “culture” is.<\/p>\n

so, let me give you a few thoughts on what i have heard that actually works to help identify your culture. moreover, how to know when it’s working or not:<\/p>\n