I was asked to speak at the recent IAPA International conference in New York on the topic of retaining top talent. So, it got me thinking about our firm, Alexander Aronson Finning (AAF) CPAs. Why is our turnover well below industry averages? Why have we been voted a Best Place to Work six years in a row? Our young professionals are so committed to our clients and the firm, yet I hear from firms all the time that they are trying to keep experienced people from leaving. What is it about our firm? When I think about how we have evolved over the last dozen years or so, it became clear. The Culture. AAF is committed to maintaining an authentic company culture—one that sustains employee enthusiasm. We do this by focusing on what is important to them: our One Firm concept, transparency, employee-engagement programs, flexibility, and fun.
One Firm Concept
First and foremost, AAF has a One Firm concept, meaning clients are firm clients and not individual partner clients. The best way to ensure we are all rowing in the same direction is to not have partners compensated based on their book of business. Our partners work together to best serve our clients, help each other, and share our passion for the firm. This attitude of teamwork trickles down to the staff. They see a happy, unified leadership team that prioritizes client needs. This has been a key component of our amazing culture and strength of our collective partner group.
Transparency
AAF is committed to open and honest communication with all 170+ members of the firm. Employees need to know how they fit in to the success of the firm and what they can do to contribute. They should be as excited about growth as the partners. We take the time to share our vision and our strategic plan company-wide twice annually, and monthly we share our financial statement flash report with all managers. This transparency instills confidence in the leadership of the firm and creates a culture of trust.
Employee-Engagement Programs
AAF invests in the professional development of all team members. AAF professionals can experience growth and advancement as fast as their abilities demonstrate. Employees are in control of their progression at AAF and the sky is the limit.
AAF’s Professional Accounting Development Department (PADD) facilitates and promotes the understanding and development of the personal and professional skills needed to be a superior CPA, while contributing to the excellence of AAF. The PADD serves as a two-year incubator for our young CPAs and CPAs-to-be using a group coaching model. We offer them a valuable opportunity to experience the disciplines of our profession (audit and tax) as well as exposure to all of the industries we serve within their first two years. Upon completion of the program, staff graduate and are able to choose a specialty or area of interest to them. We invest in helping them find it. Everyone should genuinely enjoy what they do, every day.
We recognize the unique challenges facing women in the profession and are committed to mentoring women to thrive. Our Women’s Opportunity Network (WON) is a resource for ideas and solutions for keeping women joyful in their work at AAF, and to nurture their growth as professionals, leaders, and mentors. WON develops creative ways to help women succeed in finding that magic balance between home life, family, and career. Over 50% of AAF’s current manager team are women, up from 16% in 2011. AAF’s number of female supervisors has increased 50% since 2011.
Additionally, we have several programs dedicated to thanking team members for a job well done, focus groups dedicated to finding ways to improve what we do, and programs rewarding team members for their commitment to community service. These all strengthen the bond between the employer and our team members.
Flexibility
AAF is open to flexibility, and offers flexible work arrangements for professionals who seek ways to balance career and family demands, including employees with small children, or those with responsibilities for aging parents. These arrangements include flexible work hours, and reduced or seasonal workloads. This flexibility helps AAF attract and retain those highly talented employees who are not able to work fulltime, but still have a lot to contribute.
Fun
At AAF, we try to have as much fun as possible while we work diligently. We recognize that there is real, tangible evidence to having a fun company culture. It decreases burnout, increases collaboration, and improves employee retention. CPAs often work long hours, especially when faced with a deadline. The leadership at AAF communicate often that it’s okay to have fun and work. AAF’s staff-directed Fun Committee creates popular team-building activities that build engagement.
We know that happy CPAs make happy clients. We proactively create a culture that nurtures quality, innovation, and teamwork and rewards dedication, sincerity, and determination. The AAF brand is our people. We don’t just invest in them, we genuinely care about them. This makes all the difference in the world.
