Motivation
Employee Motivation, Recognition, Rewards, and Retention: Kicking It Up a Notch!
By Demetrice Branch
W
eaver employs more than 400 team members at offices in Austin, Dallas, Fort Worth,
Houston, Midland, Odessa, and San Antonio, Texas. Operating offices in disparate geographical areas presents challenges in establishing unified practices across all locations. Moreover, business expansion fueled by acquisitions and organic growth presents challenges in maintaining an atmosphere where employees feel connected and accessible to partners and senior managers.
While a larger workforce may equate to more expansive capabilities for serving clients, it also presents challenges for recognizing and rewarding the aspirations and contributions of individuals. Weaver is not immune, either, from economic pressures affecting the
United States, in general, and the geographic regions the firm serves.
While each CPA firm faces specific human resources concerns, the variety of employee motivation, recognition, rewards, and retention steps Weaver has taken may be adapted to address varying circumstances.
Motivation
Evaluate compensation rates. Compensation is a motivating factor for employees, and addressing that factor in difficult economic times is not easy. Conducting a market analysis twice a year, however, ensures that compensation levels remain within a competitive range.
Select office locations that promote greater work/life balance. Having offices located near restaurants, movie theaters, gyms, and other outlets for refreshment and relaxation makes it easier for employees to maintain a balance between professional and personal fulfillment.
Define career paths for advancement. While not every individual aspires to reach the partner or seniormanager level, employees want to know that opportunities exist for career advancement. Sharing career path knowledge with interns, associates, and others during recruitment and employment interviews provides that
By Demetrice Branch
W
eaver employs more than 400 team members at offices in Austin, Dallas, Fort Worth,
Houston, Midland, Odessa, and San Antonio, Texas. Operating offices in disparate geographical areas presents challenges in establishing unified practices across all locations. Moreover, business expansion fueled by acquisitions and organic growth presents challenges in maintaining an atmosphere where employees feel connected and accessible to partners and senior managers.
While a larger workforce may equate to more expansive capabilities for serving clients, it also presents challenges for recognizing and rewarding the aspirations and contributions of individuals. Weaver is not immune, either, from economic pressures affecting the
United States, in general, and the geographic regions the firm serves.
While each CPA firm faces specific human resources concerns, the variety of employee motivation, recognition, rewards, and retention steps Weaver has taken may be adapted to address varying circumstances.
Motivation
Evaluate compensation rates. Compensation is a motivating factor for employees, and addressing that factor in difficult economic times is not easy. Conducting a market analysis twice a year, however, ensures that compensation levels remain within a competitive range.
Select office locations that promote greater work/life balance. Having offices located near restaurants, movie theaters, gyms, and other outlets for refreshment and relaxation makes it easier for employees to maintain a balance between professional and personal fulfillment.
Define career paths for advancement. While not every individual aspires to reach the partner or seniormanager level, employees want to know that opportunities exist for career advancement. Sharing career path knowledge with interns, associates, and others during recruitment and employment interviews provides that