Forward-thinking CPAs know that to sustain and grow their business, they must take on a more consultative role with clients.
When a client has a business-related challenge, many times it’s their accountant they turn to for advice. As a trusted advisor who has access to clients’ sensitive information, CPAs are in a position where they can help identify concerns and recommend solutions. Doing so strengthens the relationship and gives the CPA a competitive advantage.
Sleuthing Out The Truth
The first step in taking a proactive role is asking the right questions. While asking straight out “When it comes to managing your workforce, what is your greatest challenge?” may prompt some clients to reveal their concerns, others may require you to do a bit of detective work.
As a provider of human capital management (HCM) solutions, we have become experts at getting to the root of what plagues our customers through a thorough needs analysis. Below are some questions we use for this process which may help you open the lines of communication with your clients.
First Line of Questioning
Do your employees feel pride in your company? What is the likelihood of your employees recommending your company to family and/or friends?
Do you feel your employees go above and beyond for your company? How do you measure this?
What strategies do you use to make your employees “better employees”?
What are some reasons employees are drawn to your organization? What are some reasons employees they leave?
Asking these questions can help you determine whether engagement is a concern, a hot topic among many employers for good reason:
Disengaged employees cost organizations between $450 and $550 billion annually. (The Engagement Institute)
56% of “not engaged” employees and 73% of “actively disengaged” employees are looking for jobs or open to new opportunities. (Gallup)
The upside? Organizations with high levels of employee engagement have a competitive edge when it comes to acquiring, developing, and retaining employees. With the variety of solutions on the market today, there is something suitable for every business and every budget.
Second Line of Questioning
How does your company keep current with changes in employment law?
Do you have an employee handbook? How often do you review and update it?
How many hours a week do you currently spend on HR-related tasks? How many hours do you feel are ideal?
Do you use software to help you track PTO, manage employee information, keep records?
These questions will reveal whether compliance is a sore spot, as it is with many employers, and whether they are taking appropriate action to safeguard themselves from the all-too-real threat of an employment-related lawsuit.
More than one in every ten employers will have a charge filed against them. (Hiscox)
The average cost of a lawsuit is $160,000 and takes almost a year to resolve. (Hiscox)
Fortunately, there are many ways organizations can minimize their odds of a lawsuit—reviewing policies, updating their employee handbook, using technology to track time and maintain records, etc.
Cracking the Case
Once you’ve identified your clients’ challenges, Balance Point can help you hook them up with solutions. Since our inception, we have been committed to being a true partner to the CPA community, whether that’s providing access to important client data, keeping you current on trends in HCM and HR, or giving you access to an array of workforce management solutions.
When it comes to recommending our software or HR consulting services to your clients, we are the partner you can trust to get it right.
Learn more about the benefits of partnering with us by visiting the section of our website devoted to the CPA community.