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 Point of Action CPA Training Newsletter

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Practical Business Learning 
Winter 2007 

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Greetings!

Welcome to Point of Action LLC's quarterly online newsletter for CPA firm leaders involved in staff training and professional development.

In This Issue:

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·  Your Firm's Value Proposition

·  Creating An Alumni Program

·  2007 Training Workshops

 

Creating An Alumni Program

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In today's competitive labor market for accountants, it is not uncommon for staff to leave one CPA firm for another or to pursue new opportunities beyond one's current firm. Still other staff members may not be a good fit for your firm and are counseled out. After investing thousands of dollars to recruit, train and develop these staff members, how good are you at remaining connected with these professionals after they leave your firm?

If you are like most CPA firms, the answer is not very good. By creating a comprehensive alumni program for your firm, you will be able to stay connected to potential referral sources -- for both staff and clients -- and extend your firm's marketing efforts. You will also be able to bolster your firm's Learning & Development initiatives by demonstrating your commitment to your staff while they work for you and after they leave.

Alumni programs are not a new concept. International consulting firms such as Bain, Boston Consulting Group, McKinsey, Monitor Group and many others have first- rate alumni programs. Just visit any one of these firms' Websites and you will notice on the front page a link for alumni. These firms sponsor many alumni programs that could -- and should -- be easily implemented by CPA firms. From hosting alumni events to invite back former employees to keeping alumni informed of current happenings through newsletters and publications, these firms recognize the importance of staying connected to former staff and continuing to foster a relationship.

To establish an alumni program at your firm, contact former employees and solicit input from current staff on structure. Begin by hosting an alumni reception and invite current employees to attend to network with alumni. Next, inform new recruits of your firm's alumni program so they understand that when they join your firm they begin a relationship that will endure even if they leave the firm. Finally, include an alumni link on your firm's Website profiling successful alumni, announcing alumni events, and providing opportunities for alumni to connect with members of your firm. Visit www.bain.com/alumni or www.mckinsey.com/alumni for ideas on how to get started.

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2007 Training Workshops

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Dates are filling up for Point of Action's 2007 training workshops, so contact us soon if you would like to offer CPE programs for your staff this year. Some popular training programs include:

- Coaching & Developing Staff
- Client Service Excellence
- Train-the-Trainer Workshop
- New Manager School: Leadership Strategies
- New Senior/Supervisor School: Managing People & Projects
- Public Speaking Fundamentals
- Building High-Performing Work Teams
- Drafting and Delivering Performance Feedback
- Communicating with Clients and Colleagues
- Selling Your Firm's Services
- True Professionalism (for New Hires)

To invite Point of Action to customize any of these workshops for your firm, or assist with your Learning & Development efforts, please contact Kerry McDonald at kmcdonald@pointofaction.net or (617) 429-0083.

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Your Firm's Value Proposition

We often get asked to help CPA firms bolster their recruiting practices to attract and retain the most talented staff. As a result, we have seen that the firms that do the best job in recruitment are those who establish and articulate the following 3 C's:

1. Competitive compensation
2. Culture of the firm
3. Career growth opportunities

Competitive compensation forms the foundation of a successful recruitment and retention strategy. If your firm is not offering a salary and benefits package that meet or exceed the market, then your odds of attracting top-notch professionals are low. But compensation is not the only reason why staff select a firm. In fact, recent surveys suggest that compensation is secondary to the "intangibles" that a firm offers. These intangibles relate to culture and career growth.

What kind of culture do you foster at your firm? Do you cultivate a friendly and welcoming environment with ongoing, open communication? Are staff given frequent opportunities to interact formally and informally with each other through firm-sponsored social events? Do the Managing Partner and other firm leaders meet regularly with groups of staff at each career level to discuss concerns and keep staff informed of firm initiatives? Are hard work and competence evaluated and rewarded fairly and consistently through merit-based salary increases? Creating an enjoyable, open and merit-based culture at your firm can help you to attract and retain top talent.

In addition to compensation and culture, the third "C" to a successful recruitment strategy is career growth. Do your staff have opportunities to quickly accelerate in your firm, or is the promotion timeline lengthy and unclear? Today's recruits expect to see a clear career path with a thorough understanding of the responsibilities and rewards at each career level. By ensuring transparency in your firm's career growth process, and offering a competitive salary and open culture, your firm will be well-positioned to get and keep the staff you want.

 

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About Point of Action LLC

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     email: kmcdonald@pointofaction.net
     voice: 617-429-0083
     web: http://www.pointofaction.net


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Point of Action LLC · 28 State Street · Suite 1100 · Boston · MA · 02109

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