Are Your All-Stars Thinking of Leaving? Three Ways to Retain Your Top Accountants

The competition for top talent is fierce. Companies actively court the best and brightest because they have a significantly greater impact on the success of an organization than someone from the rank and file. In essence, these professionals are in the driver’s seat of their career, and they can jump between companies and assignments at will. If you have great accountants on your team and you are eager to keep their skills within your organization and out of the competition’s, you need to prioritize retention. Here are three ways which experience has shown to be effective:

Be a Better Manager

When employees leave, it’s not because of companies, it’s because of people. If there is friction between a top accountant and their direct superior, there is little incentive for them to stick around. For that reason, you need to pay close attention to your management style and how well it serves the members of your team. You should be open to listening, avoid micromanaging, never be hypocritical, and serve as a leader that people are eager to follow. Ultimately, it’s your responsibility to keep those accountants on the team.

Recognize Success and Reward Achievement

All employees want to feel recognized and appreciated by their employers. But this is especially true for great accountants who realize that they make an extra contribution to your company. Take the time to single these accountants out, whether in public or in private, and communicate how valuable they are and how grateful you are to have them on the team. Back that gratitude up by offering perks and bonuses for outstanding achievement. These can take the form of monetary rewards, or they could be extra vacation days, extended lunches, or even something as simple as a plaque.

Build Flexibility into Your Work Environment

Achieving a healthy work-life balance is essential to today’s employees. If your top accountants feel like they are being worked to the bone, you can bet that they will start looking for opportunities elsewhere. The simple solution is to offer more flexibility. Consider work-from-home opportunities, off-hour scheduling, and half days. Trust that your best performers will continue to be productive contributors, and then give them the freedom to build their workday around all their needs, not just the needs of your company.

The flip side of retention is recruitment. There are proven ways to recruit employees who will be more loyal to your company. Learn how this process works by contacting the specialized staffing experts at The Squires Group.


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