What do Top Talent Value?                         Powered by PCPS | Presented by Rebecca RyanTuesday, June 14, 2011       ...
Tuesday, June 14, 2011   2
About the Top Talent                         SurveyTuesday, June 14, 2011                          3
Other features of the 2011 TTS                         BIG and CPA firms                         Non-whites v. Whites     ...
We broke A&R factors into:                         Compensation & Benefits                         Education & Development...
Key Questions we’ll                         answer...Tuesday, June 14, 2011                         6
How have top talent’s                         expectations changed                         since 2006?Tuesday, June 14, 20...
What is not changing?                         What core elements of                         attracting and keeping top    ...
Key Findings.....Tuesday, June 14, 2011                       9
Overall, High Potentials:                         Have 14 years of experience                         Have been with their...
High Potentials, con’t:                         Are committed to the profession (67%)                         Believe they...
How has your firm been                         impacted by the                         recession?Tuesday, June 14, 2011   ...
71% scored “5” or higher                         41% scored “7” or higherTuesday, June 14, 2011                           ...
What about trust in firm                         leadership?Tuesday, June 14, 2011                              14
Throughout the economic recession, has your     level of trust in your firm or leadership       2011     decreased or incr...
What are the 2011 Top                         Attraction Factors?Tuesday, June 14, 2011                           16
Rank ATTRACTION FACTOR                                  2011   2006   Change           1        Career growth opportunitie...
What has changed since                         2006?Tuesday, June 14, 2011                            18
2011 2011 Top Attraction Factor 2006 2006 Top Attraction Factor       Rank                            Rank           1    ...
What are the 2011 Top                         Retention Factors?Tuesday, June 14, 2011                           20
Rank RETENTION FACTOR                                   2011   2006   Change       1         Salary                       ...
What has changed since                         2006?Tuesday, June 14, 2011                            22
2011 2011 Top Retention Factor                2006 2006 Top Retention Factor       Rank                                   ...
Non-white Top TalentTuesday, June 14, 2011                          24
Impact of Mentoring                         programsTuesday, June 14, 2011                         25
What kind of mentor program does your     Percent      firm or organization have?                 Agree      My firm/organ...
Do you receive mentoring at your firm?   Percent                                                Agree      Yes, through a ...
What has been the result of your                Percent      participation in mentoring at your firm?         Agree      (...
Putting these results to                         work...Tuesday, June 14, 2011                              29
High Potentials or “Top Talent”                         The Plateau                         Keeping them engaged          ...
Angela MartinTuesday, June 14, 2011       31
Before he was promoted to regional manager, he was     a great salesman, able to relate well with clients and     using hi...
The PlateauTuesday, June 14, 2011             33
Partner                                       Interpersonal                                           Skills              ...
Great technicians become                     partner material when they                     develop their people skillsTue...
How to keep Top Talent                     engaged while Partners are                     camping out?Tuesday, June 14, 20...
Underperforming partners are sucking up                  money from high performing superstars.                           ...
Give Top Talent What They Value                                  Allow them to steward a    Serve on a committee          ...
About “Spot Awards”Tuesday, June 14, 2011                     39
It’s the element of surprise, not the size of                the award, that really moves people.                         ...
Partner DevelopmentTuesday, June 14, 2011                     41
2 : 1Tuesday, June 14, 2011           42
Will the folks YOU think are                     future partners make it?Tuesday, June 14, 2011                           ...
Three conditions must be met...Tuesday, June 14, 2011                                 44
Ability                  Technical skills                  People skills                  Leadership skillsTuesday, June 1...
Commitment                  Often called “engagement”                 “I’m committed to this firm and connected to        ...
Will                  Wants to be a partner                  “The goals I have for myself and the goals the               ...
“Mark” (33%)            Has Ability & Commitment but no Will.Tuesday, June 14, 2011                              48
“Eryka” (30%)            Has the Ability and Will,            but lacks Commitment.Tuesday, June 14, 2011                 ...
“Angela” (7%)             Simply doesn’t have             Aptitude to succeed as             Partner.Tuesday, June 14, 201...
What to do?                         Get Mark off the Partner Track                         Talk with Eryka about her commi...
Q&ATuesday, June 14, 2011         52
THANK YOU!                         Rebecca Ryan                         E: rr@nextgenerationconsulting.com                ...
Upcoming SlideShare
Loading in …5
×

AICPA Top Talent Presentation June 14 2011

1,013 views

Published on

In this presentation, Rebecca Ryan shares the top 10 attraction and retention factors for high potential CPAs who work in public accounting. She also recaps a Harvard Business Review article about why high potential programs fail. Contact: rr@nextgenerationconsulting.com or 888-922-9596 ext. 702.

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total views
1,013
On SlideShare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
11
Comments
0
Likes
0
Embeds 0
No embeds

No notes for slide

AICPA Top Talent Presentation June 14 2011

  1. 1. What do Top Talent Value? Powered by PCPS | Presented by Rebecca RyanTuesday, June 14, 2011 1
  2. 2. Tuesday, June 14, 2011 2
  3. 3. About the Top Talent SurveyTuesday, June 14, 2011 3
  4. 4. Other features of the 2011 TTS BIG and CPA firms Non-whites v. Whites New parents v. othersTuesday, June 14, 2011 4
  5. 5. We broke A&R factors into: Compensation & Benefits Education & Development Environment & Culture Life-Work BalanceTuesday, June 14, 2011 5
  6. 6. Key Questions we’ll answer...Tuesday, June 14, 2011 6
  7. 7. How have top talent’s expectations changed since 2006?Tuesday, June 14, 2011 7
  8. 8. What is not changing? What core elements of attracting and keeping top talent are recession-proof?Tuesday, June 14, 2011 8
  9. 9. Key Findings.....Tuesday, June 14, 2011 9
  10. 10. Overall, High Potentials: Have 14 years of experience Have been with their current employer 10+ years Have advanced credentials; 24% have an MBA; 8% have PFS, CITP, ABV, or CFF certificationsTuesday, June 14, 2011 10
  11. 11. High Potentials, con’t: Are committed to the profession (67%) Believe they are being groomed for leadership (63.7%) Would like to be partners or senior executives (62%)Tuesday, June 14, 2011 11
  12. 12. How has your firm been impacted by the recession?Tuesday, June 14, 2011 12
  13. 13. 71% scored “5” or higher 41% scored “7” or higherTuesday, June 14, 2011 13
  14. 14. What about trust in firm leadership?Tuesday, June 14, 2011 14
  15. 15. Throughout the economic recession, has your level of trust in your firm or leadership 2011 decreased or increased? My level of trust has decreased significantly 11.7% My level of trust has decreased somewhat 28.6% My level of trust has remained about the 46% same My level of trust has increased somewhat 10.4% My level of trust has increased significantly 3.3%Tuesday, June 14, 2011 15
  16. 16. What are the 2011 Top Attraction Factors?Tuesday, June 14, 2011 16
  17. 17. Rank ATTRACTION FACTOR 2011 2006 Change 1 Career growth opportunities 91% 80% 11% 2 Salary 88% 78% 10% 3 Paid personal/vacation time 86% 79% 7% 4 Open-door/accessible management 83% 68% 15% 5 Comfortable office atmosphere 81% 69% 12% 6 Interesting, challenging client projects 81% 71% 10% 7 Medical benefits 73% 70% 3% 8 Firm’s reputation or prestige 73% 59% 14% 9 Retirement savings plan 72% 67% 5% 10 CPE credit reimbursement 65% 50% 15%Tuesday, June 14, 2011 17
  18. 18. What has changed since 2006?Tuesday, June 14, 2011 18
  19. 19. 2011 2011 Top Attraction Factor 2006 2006 Top Attraction Factor Rank Rank 1 Career growth 1 Career growth opportunities opportunities (91%) (80%) 2 Salary (88%) 2 Paid personal/vacation time (79%) 3 Paid personal/vacation 3 Salary (78%) time (86%) 4 Open-door/accessible 4 Respect for company mission management (83%) statement or vision (73%) 5 Comfortable office 5 Interesting, challenging client atmosphere (81%) or internal projects (71%)Tuesday, June 14, 2011 19
  20. 20. What are the 2011 Top Retention Factors?Tuesday, June 14, 2011 20
  21. 21. Rank RETENTION FACTOR 2011 2006 Change 1 Salary 95% 89% 6% 2 Career growth opportunities 93% 92% 1% 3 Paid personal/vacation time 90% 86% 4% 4 Open-door/accessible management 89% 89% 0% 5 Interesting, challenging client projects 88% 88% 0% 6 Comfortable office atmosphere 87% 83% 4% 7 Firm’s reputation or prestige 79% 74% 5% 8 Flexible work schedule 78% 88% -10% 9 Retirement savings plan 77% 78% -1% 10 Frequent client contact 76% 74% 2%Tuesday, June 14, 2011 21
  22. 22. What has changed since 2006?Tuesday, June 14, 2011 22
  23. 23. 2011 2011 Top Retention Factor 2006 2006 Top Retention Factor Rank Rank 1 Salary (95%) 1 Respect for company mission (93%) 2 Career growth opportunities 2 Career growth opportunities (92%) (93%) 3 Paid personal/vacation time 3 (Tie) Salary and Open-door/ (90%) accessible management (89%) Open-door/accessible (Tie) Flexible work schedule & 4 management (89%) 4 Interesting challenging project (88%) 5 Interesting, challenging client 5 Paid personal/vacation time (86%) projects (88%)Tuesday, June 14, 2011 23
  24. 24. Non-white Top TalentTuesday, June 14, 2011 24
  25. 25. Impact of Mentoring programsTuesday, June 14, 2011 25
  26. 26. What kind of mentor program does your Percent firm or organization have? Agree My firm/organization does not have a 21% mentoring program. My firm/organization has an informal mentoring program adopted independently 26% by employees. My firm/organization has a formal mentoring program instituted by H.R. or 53% firm/organization management.Tuesday, June 14, 2011 26
  27. 27. Do you receive mentoring at your firm? Percent Agree Yes, through a formal program. 37% Yes, informally. 41% No. 22%Tuesday, June 14, 2011 27
  28. 28. What has been the result of your Percent participation in mentoring at your firm? Agree (Check all that apply) I have had some opportunities for growth, but mostly have become a better 31% professional. I have established a strong relationship with my mentor, who has become a sounding 30% board and advisor. I have had many more opportunities for 23% leadership and growth in my firm. None of the above. 12%Tuesday, June 14, 2011 28
  29. 29. Putting these results to work...Tuesday, June 14, 2011 29
  30. 30. High Potentials or “Top Talent” The Plateau Keeping them engaged Developing them as partnersTuesday, June 14, 2011 30
  31. 31. Angela MartinTuesday, June 14, 2011 31
  32. 32. Before he was promoted to regional manager, he was a great salesman, able to relate well with clients and using his personable attitude to his advantage.Tuesday, June 14, 2011 32
  33. 33. The PlateauTuesday, June 14, 2011 33
  34. 34. Partner Interpersonal Skills Senior Manager The Plateau Technical SkillsTuesday, June 14, 2011 34
  35. 35. Great technicians become partner material when they develop their people skillsTuesday, June 14, 2011 35
  36. 36. How to keep Top Talent engaged while Partners are camping out?Tuesday, June 14, 2011 36
  37. 37. Underperforming partners are sucking up money from high performing superstars. - Allan Koltin, Consultant-to-the-StarsTuesday, June 14, 2011 37
  38. 38. Give Top Talent What They Value Allow them to steward a Serve on a committee Stretch that’s developing “pet project” and name it business plans for a new Assignments after her/him unit Ask Partners to “Sponsor” a High Potential and: Set up a private blog Access - Take them to lunch where Top Talent and Partners communicate - Share the strategic plan and their role in it Spot Awards or “Spot Recognize them formally Bonuses” for business in front of their peers, Appreciation origination, high client e.g. the Equivalent of the satisfaction scores, etc. “Red Drum”Tuesday, June 14, 2011 38
  39. 39. About “Spot Awards”Tuesday, June 14, 2011 39
  40. 40. It’s the element of surprise, not the size of the award, that really moves people. - Dr. Hayagreeva Rao, StanfordTuesday, June 14, 2011 40
  41. 41. Partner DevelopmentTuesday, June 14, 2011 41
  42. 42. 2 : 1Tuesday, June 14, 2011 42
  43. 43. Will the folks YOU think are future partners make it?Tuesday, June 14, 2011 43
  44. 44. Three conditions must be met...Tuesday, June 14, 2011 44
  45. 45. Ability Technical skills People skills Leadership skillsTuesday, June 14, 2011 45
  46. 46. Commitment Often called “engagement” “I’m committed to this firm and connected to its mission and vision.”Tuesday, June 14, 2011 46
  47. 47. Will Wants to be a partner “The goals I have for myself and the goals the firm has for me are the same.”Tuesday, June 14, 2011 47
  48. 48. “Mark” (33%) Has Ability & Commitment but no Will.Tuesday, June 14, 2011 48
  49. 49. “Eryka” (30%) Has the Ability and Will, but lacks Commitment.Tuesday, June 14, 2011 49
  50. 50. “Angela” (7%) Simply doesn’t have Aptitude to succeed as Partner.Tuesday, June 14, 2011 50
  51. 51. What to do? Get Mark off the Partner Track Talk with Eryka about her commitment; she can be developed! Scratch Angela; no one wants her to be a Partner.Tuesday, June 14, 2011 51
  52. 52. Q&ATuesday, June 14, 2011 52
  53. 53. THANK YOU! Rebecca Ryan E: rr@nextgenerationconsulting.com T: 888-922-9596, ext. 702 Twitter: @ngcrebeccaTuesday, June 14, 2011 53

×