Retention. Burnout. Capacity. Wellbeing.
At the crux of one of the great challenges being presented to the accounting and advisory industry is all surrounding one thing. Time. Where to spend it, and how to improve what we accomplish with it. The word ‘busy’ is being used in answer to so many questions, but are people busy doing the most important things?
Everperform is built on the premise that measurement should be at the forefront of improving both the subjective and objective components of someone's performance. So with the conversation of ‘The Great Resignation’ in full swing, we wanted to dig into what we know from more than 1 million user ratings, and 500 million time related data points to address the issues facing the accounting industry.
This 4 part series will cover what we can consider the most important parts of ‘The Great Resignation’. What is it? What are firms doing to avoid it? How do we turn the challenge into an opportunity?
Series 1: Top Industry Benchmarks from 2021
Series 2: Quick wins to retain and attract the best talent
Series 3: How to combat ‘Busy’
Series 4: How smart people analytics accelerates firm growth
Together this series acts as a Playbook to what we at Everperform call The Firm of the Future.
The most pertinent question right now when it comes to ‘The Great Resignation’ is: When is it going to start? Well in reality, it’s already begun. Firms industry wide complain of capacity issues, change fatigue, client pressures and fears of being unable to keep their people.
Indeed, with 3 in 5 Australian workers open to looking for a new job in the next year,** employees are looking to their next destination. So how do you become and sustain the irresistible firm status, where your best talent wants to stay, and where the best job seekers want to be? Too often we hear: ‘The first time I heard they wanted to leave, was when a resignation letter landed on my desk’. By that time it’s too late.
Many firms are already addressing this issue right now, wage increases are common, as are promotions, but unfortunately that is simply not enough to combat the desire for people to look for other job opportunities. Fundamentally, employees need 4 things and the best firms are meeting and exceeding expectations when it comes to these.
To think and feel at their best.
To belong to a shared purpose.
To be proud of their work.
To have the opportunities to reach their potential.
This series will address how firms can accomplish these things, not only to fend off resignations, but to set the foundation for personal growth and transformation, which in turn fuels the success of the ‘Firm of the Future’.
How do we know? Well, we have the data to prove it.
