{"id":69058,"date":"2019-12-28t12:00:52","date_gmt":"2019-12-28t17:00:52","guid":{"rendered":"https:\/\/48e130086c.nxcli.net\/?p=69058"},"modified":"2024-08-14t11:26:41","modified_gmt":"2024-08-14t15:26:41","slug":"how-motivation-is-like-bathing","status":"publish","type":"post","link":"\/\/www.g005e.com\/2019\/12\/28\/how-motivation-is-like-bathing\/","title":{"rendered":"how motivation is like bathing"},"content":{"rendered":"

\"two<\/a>it’s<\/strong> just one key to employee retention.<\/strong><\/p>\n

by steven e. sacks
\nthe new fundamentals: practical guidance for today\u2019s accounting firms<\/a>
\n<\/i><\/p>\n

salary used to be the main driver behind a young professional\u2019s choice of employer. no longer. in fact, salary is now ranked as fourth or fifth among the important criteria.<\/p>\n

more: <\/b>the lost art of the interview<\/a> | the new way to handle exit interviews<\/a> | who\u2019ll quit next?<\/a> | strengthen your firm\u2019s screening practices<\/a> | smart trust in the workplace<\/a> | what aspiring accountants need to know<\/a> | improve job satisfaction or it\u2019ll cost your firm<\/a> | we hear but do we really listen?<\/a>
\n\"goprocpa.com\"exclusively for pro members. <\/span><\/strong>log in here<\/a> or 2022世界杯足球排名 today<\/a>.<\/span><\/p><\/blockquote>\n

the gen y cohort is looking at meaningful and challenging work, increased responsibility, rapid upward mobility, the freedom to innovate, an opinion to be respected, a system for frequent performance feedback and a work environment that encourages the use of technology \u2013 specifically social media.
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\ncpa firms are coming to terms with this shift as they revamp their recruitment efforts to \u201csell\u201d these factors to young candidates.<\/p>\n

part of this shift is resulting in a compressed timeline to reach the level of partner. no longer does the 12- to 15-year time period hold any attraction. today\u2019s gen yers can have between five and 10 job changes during the same period. so, what\u2019s a cpa firm to do?<\/p>\n

it\u2019s all in the approach<\/strong><\/p>\n

a firm\u2019s environment can be motivating or demotivating. the former can be achieved by providing the latest technology tools to its staff; the latter can be strict control or monitoring of social media. and forget about the notion of constructive criticism. instead, employ constructive\u00a0advice<\/strong>. constructive criticism is paradoxical; it is virtually impossible to be positive and negative at the same time. and if the goal is to be constructive, it should allow the receiver of the advice to become more self-aware while maintaining self-esteem.<\/p>\n

\u201cpeople often say that motivation doesn’t last. well, neither does bathing \u2013 that’s why we recommend it daily.\u201d \u2013 zig ziglar<\/p><\/blockquote>\n

let\u2019s admit it: all work environments have their moments of frustration. you as the supervisor of others must watch your words carefully. yes, words do matter; you don\u2019t want to be vague or sugarcoat a point that needs to be made to an individual. however, negativity will cause only a temporary improvement because as humans, we want to shield or reduce angst caused by a threatening situation. be aware that at any time the moment of truth will arrive \u2013 people will have made up their minds that the best course of action for them is to leave your cpa firm.<\/p>\n

a firm can decide from day one if positive motivation is part of its value system. people will initially react emotionally, and at some point, will introduce plausibility to their actions.<\/p>\n

the marketplace, of course, will dictate the ability of individuals to move to other employers, so if market prospects are not favorable, firms will face overcapacity. they will grin and bear it because they need the work to be pushed out the door by the worker bees. (helpful hint: make sure that the retention rate firms tout is because of a positive, opportunity-oriented culture and not because of the firms\u2019 need to retain underperformers to maintain throughput. speak to placement counselors whom you can trust and who know the inner workings of firms.)<\/p>\n

think it. say it. do it.<\/strong><\/p>\n

firms should always be thinking about what the drivers of motivation are. i believe it must begin with the environment, understanding of employee needs and flexibility in management thinking.<\/p>\n

create a contagion of positive culture; sometimes it is the simple, little things that make the biggest impact.<\/p><\/blockquote>\n

increased responsibility and the freedom to think and innovate increases a person\u2019s sense of worth and value. when leadership delegates authority and encourages staff to use judgment, this can result in more confidence of the leader and more self-confidence by the staff member.<\/p>\n

some simple steps to take:<\/p>\n