Planning for growth in your firm? Make it personal

Performance reviews or personalized goals?

Align your goals with each employee’s growth plan

  • What is their “big picture?” Everyone craves purpose and meaning in both their personal and professional lives. Ask your team what skills or talents they’d like to develop, and brainstorm possible roles or responsibilities to support this development.
  • Where do you want to be in 10 years? Find out where your staff members want to be in the future. Do they want to grow in their current role, or do they want to switch as soon as possible? This question helps you gauge their satisfaction with their current career choice.
  • What are their workplace expectations? The line between work and personal lives has changed dramatically during the coronavirus pandemic. While it’s easy to assume that your staff prefers a work-from-home setup, take time to ask, so that there are no false expectations.
  • How do they prefer to be led? As firm leaders, our job is not to control our staff, but rather to support and guide them, working together toward mutual success. Take time to understand how your team prefers to receive feedback on their performance — it will help you and them later on!
  • How can I better lead and support you? As leaders, it’s tempting to assume that we’re supposed to have all of the answers for our team. But, often, our staff can provide insights and suggestions that help us support them in their personal and professional development.

Use objectives and key results (OKRs) to achieve quick wins

Tips for achieving accounting firm growth

  • Document underperformers: Members of your staff who regularly fail to achieve their stated goals, or fulfill their role, will impact your firm’s progress toward its goals. Every effort should be made to retain these employees, but it’s also critical to record underperformance incidents in the event that termination is needed.
  • Motivate top performers: Employees who share your vision and regularly achieve or exceed their stated objectives greatly benefit your firm. However, it’s important to recognize your top-performing staff members’ achievements and keep exposing them to new challenges and opportunities, so that they don’t become bored or dissatisfied.
  • Incorporate team goals: According to “Goal-Setting Theory of Motivation” by Dr. Edwin Locke and Dr. Gary Latham, “Having employees work as teams with a specific team goal, rather than as individuals with only individual goals, increases productivity.” When a team works toward a common goal, they can motivate each other toward completing it.
  • Stay consistent and adaptable: As James Clear explains, “It can be easy to obsess over becoming flawlessly consistent.” When life throws curveballs at you or your team, remember that the key to success isn’t a perfect execution, but, instead, adaptable consistency. Doing one task imperfectly, yet consistently beats any perfectly executed one-time success.

Bringing you and your team’s goals together for big growth



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Cassidy Jakovickas

Cassidy Jakovickas

Cassidy Jakovickas is CEO of MBS Accountancy, an outsourced accounting firm that improves client profitability with prudent accounting & authentic partnerships.