Keep the people you worked so hard to hire

Start with a workload conversation

Compare commitments with available delivery and review hours. Count training, leave, partner review, and client chasing. Review the next four weeks every week. Fix recurring bottlenecks before calling them a motivation problem.

AICPA’s 2026 firm survey identifies workload and retention among firm concerns. Our practical response is a visible capacity plan, a named mentor, and protected learning time.

Give junior staff a path

Create a 30/60/90-day learning plan: first reconcile with supervision, then explain exceptions, then prepare a reviewed client summary. Name the reviewer and standard of completion. Do not delegate work without delegating context.

Hold a stay conversation

Ask what makes a good week difficult, which skill the person wants to build, and which client process wastes time. Agree one action and follow up. Publish progression expectations and review compensation against the responsibilities actually carried.