Employees are feeling more burnt out than ever because of the COVID-19 pandemic, and accountants and CPAs are no exception. In this article, Allison Irvine of LHH Recruitment Solutions explains how companies and firms can stay ahead of the great resignation by creating a workplace culture that encourages flexibility and rewards employees with benefits that matter to them.

Amid the Great Resignation, Americans are eyeing greener pastures and quitting their jobs left and right. But sometimes we quit a bit too hastily, or we quit and then our next-step plan falls through.

CLEVELAND — There has been recovery from the significant hit working mothers took early in the pandemic, but there were still fewer mothers of school-age children in the U.S. labor force in January of 2022 compared to January of 2020.

Companies and accounting firms are shelling out bonuses and boosting salaries to recruit and retain CPAs amid staff shortages and record turnover.

When you think about your senior leaders retiring, what are you focused on? I would guess it’s succession planning—specifically making sure the people who will step into their new roles are adequately prepared.

Have candid conversations with employees about their professional interests and career goals and take action to support those interests. Many employees are leaving their current roles to learn a new skill in a different industry. It’s worth the investment to offer skills development programs or coordinate a transfer to a new internal role to retain a valued employee. Leaders also need to be proactive and diligent about checking in with employees on their satisfaction with their career prospects and their mental health.