In as competitive a job market as today's -- where accountants and financial managers are in a seller's market -- companies and firms should take heed. As they say, your assets walk out the door every night. Here are some clues to what keeps them coming back tomorrow.
How well is your organization handling these staff issues?
(Great, OK or Not at All?)
1. Making sure employees know they're important. Staff knows they play a vital role in the company's success. Staff knows company couldn't achieve its goals without them doing what they do every day.
Great: 23%
OK: 52%
Not at All: 25%
2. Management encourages loyalty through appreciation. Your employer shows gratitude, gives credit for extra effort sounds like a little thing, but demonstrating appreciation for discretionary effort motivates people to continue performing at high levels.
Great: 20%
OK: 47%
Not at All: 32%
3. Provides you with the support and resources they need to achieve their goals. Management asks, "Do you have what you need to get the job done? What else can we do to make your job better?"
Great: 26%
OK: 47%
Not at All: 28%
4. Company makes people feel rewarded in a way that goes beyond compensation and benefits. Top performers look forward to being given challenging, significant assignments.
Great: 21%
OK: 50%
Not at All: 29%
5. Management understands the crucial importance of giving credit and accepting blame. If a company achieves its objectives, it's because its employees performed well. If the goal is missed, it's often because the leader didn't align employees with the objectives, didn't equip them properly, or didn't provide the resources necessary for them to get the job done.
Great: 17%
OK: 52%
Not at All: 32%
6. Top staff helps employees achieve a sense of accomplishment. They communicate the importance of what workers have achieved so they know they're making a difference.
Great: 18%
OK: 52%
Not at All: 30%
