Leader or Laggard? Rate Your Firm
Check your job against these nine benchmarks. Then, join the study and see the answers from other CPAs.
April 17, 2008
by Rick Telberg/On Careers
In the battle for talent, accounting firms and finance managers are looking beyond simple solutions like compensation and benefits.
They know it takes more than that to compete in today's global knowledge market. Indeed, it's clear that success in recruiting and retention depends as much as, if not more, upon your organization's overall competitiveness than on your own offer package.
How do CPAs rate their firms?
You can divide the world of business into leaders and laggards. Importantly, CPAs who rate their employers as laggards, those inferior in comparison to the competition, are far more likely to feel high levels of stress on the job than those who rate their employers as leaders.
For example, one harried senior staffer calls hers a "bottom tier" accounting practice, marked by a "lack of effort to decrease workload or to hire new employees during slow times for efficient training."
At a small public practice, a managing partner who feels little stress, rates his firm above the local competition because, "We have very efficient procedures while having a high revenue to employee ratio."
So we've developed a few rules of thumb to help distinguish leaders from laggards:
Leading firms typically:
Laggard firms, however,
HOW DOES YOUR FIRM RATE? Join the survey; get the benchmarks.
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