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7 Retention Tactics

Accounting Today’s Top 100 Firms and Regional Leaders shared their strategies of how they retain top talent. You’ll find that some firms are focused on employees' health and some are providing staff with dry cleaning delivery services.
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Staying Fit

If you’re thinking of ways to hold on to your staff, try nurturing a health & wellness plan. Top 100 Firm Berkowitz Pollack Brant treated its staff to the wearable Fitbit Tracker, so that employees can track the number of steps they've taken, miles they've run, and even the amount of sleep they are getting. Just think about it: well-rested and fit employees. They’ll probably never leave.
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Reward

If you want to retain talent, don’t forget to recognize them for their efforts by rewarding them. Top 100 Firm Friedman formed a Women’s Development Initiative and Partner Training/Business Development programs to reward its rising stars.
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Networking Women

When it comes to retaining women in the profession, Warren Averett provides networking opportunities for its female employees. The women of Warren Averett have access to mentorship programs, negotiation skills, business development, supervisions skills and work life balance.
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Personal Development

Warren Averett also implemented “CEO of Me,” which encourages employees to take individual action to increase their professional capabilities. Helping employees set personal goals is a great way to encourage them to stay.
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Career Development

Freed Maxick holds on to its employees by providing them with training and development tools. The firm’s Employee Advancement and Retention Network (EARN) program sponsors seminars, training sessions and networking mixers, and invites keynote speakers to keep give motivational speeches to employees.
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Perks

Make your employees’ lives easier, especially during the busy tax season. Perks like dry cleaning delivery service and tax season meals mean two less errands Rea & Associates’ employees have to worry about.
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Please Stay!

When Top 100 Firm Postlethwaite & Netterville realizes that one of its top talents is about to go elsewhere, they have a sit-down discussion to see if the restless employee may be willing to stay. Conducting “stay” interviews with top talent may shed some light as to why they want to leave and it opens the window of opportunity to make adjustments in hopes that they will stay.
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