Why We're Here: Building the Right Teams

Recently, we were inspired by Simon Sinek, author of “Start with Why: How Great Leaders Inspire Everyone to Take Action,” to define the “why” behind our role as a CPA firm:

“We’re here because business owners and governments need solutions to their challenges -- not a commodity product. Through our dedication to teamwork, development and relationships, we will help our clients thrive.”

The following is part of a series illustrating our “why.” 

Our dedication to teamwork begins with building the right teams. And although this hinges greatly on recruiting talented individuals who share our values, it doesn't stop there. Over the years, we've found that a robust onboarding process plays a big role in keeping our teams intact.  

Our six-month onboarding process is designed to make new hires feel like they're part of something, and that they're fully prepared for the job at hand. It's been in place for several years, but we revisit it regularly to seek out areas of improvement. Our most recent improvement came about in June 2016 when we implemented a buddy system. 

The buddy system essentially pairs new hires with a "buddy" as well as a supervisor as soon as they join our firm. We get to know each new hire as well as possible, so we can match him or her with a buddy who shares interests, backgrounds, etc. Because our firm values relationships, it's important that our team members have friends—and not just coworkers—in the office. 

In this role, buddies help new hires become acquainted with other staff members while also answering questions. In addition to also getting to know the new hire on a personal level, the supervisor's role is to make sure he or she is comfortable, and demonstrate our open-door policy by welcoming feedback—as well as providing it at regular intervals. We train both buddy and supervisor to make sure they're well equipped to provide this kind of support. 

What's more, our Talent Management Director has check-in meetings with new hires at various points during the employee’s first year. During this meeting, our new hires are asked the following: What could we be doing better? Are you fulfilled? Have we met your expectations?

Making sure each new hire feels like a valued and empowered team member is one of our top priorities. This is how we build teams that last—teams that can ultimately help our clients thrive.    

Until next time,
Steve