Retaining Top Talent: Strategies for CPA Firms WEBINAR

Overview

In today’s challenging talent market, accounting firms face unprecedented pressure to retain their best performers. This course provides actionable, research-backed strategies to help firms keep their top talent from leaving. Based on comprehensive surveys of both current accounting professionals and those who have recently left the profession, participants will learn the real reasons employees stay or go and what firms can do about it. The course goes beyond simple solutions to explore comprehensive retention strategies. Participants will discover why 73% of surveyed professionals want to stay with their current firm, yet many still leave and how to bridge that gap. Whether you’re a firm leader, HR professional, or manager responsible for team retention, this course provides the insights and tools needed to build a sustainable talent strategy in an evolving profession.

Highlights

The true cost of turnover versus retention investment. Research findings on why professionals leave or stay. Whole person retention strategies beyond compensation. Work-life balance solutions that maintain productivity. Career development paths for non-partner track professionals. Business model transformations for sustainable staffing. Technology and outsourcing strategies to reduce burnout. Retention strategies specific to diverse talent and younger professionals.

Prerequisites

None.

Designed For

Partners, managing partners, CPA firm HR professionals, managers, senior managers, directors, practice leaders, firm administrators, CPAs in leadership positions, and public accountants with management responsibilities.

Objectives

Identify the top factors that drive retention decisions. Implement whole-person compensation strategies beyond salary. Design flexible work arrangements that balance employee needs with client service. Create meaningful career paths for professionals not seeking partnership. Evaluate your firm’s business model for retention sustainability. Apply the “pentagon firm” model to reduce reliance on entry-level staff. Develop retention strategies specific to diverse and younger professionals. Assess your current scheduling and workload distribution practices. Build a strategic retention plan with measurable outcomes.