Provisional Accounting Blog

Hiring Spokane accountants is hard work, but helping them hit the ground running can be even more challenging. You understand the importance of having a thorough onboarding process because you want to set your new hires up for success.

The thing is, there’s a fine line between a comprehensive onboarding program and one that’s just too much. If your new hires seem exhausted and overwhelmed by introductory activities, it might be time to scale back a bit. Here’s a guide to help you determine whether you need to make some changes.

Three Ways Your Onboarding Process Overwhelms New Hires

Information Overload

New hires represent your company, so it’s important for them to learn about your culture, history, and products and services. However, there’s such a thing as too much information. Requiring them to spend days in training sessions to learn about the company or read thick manuals is excessive.

People can only absorb so much information at once, so focus on the basics in the beginning. Allowing them to acquire the rest of the knowledge gradually will help them ease into their jobs comfortably, and increase the chances they’ll remember what they’ve learned.

Unnecessary Steps

The best training programs aren’t necessarily the longest. Putting new hires through a long, arduous orientation process can make them feel confused and discouraged.

Onboarding should be tailored to individual needs, so take both the job itself and the employee’s history into consideration. Eliminate steps that don’t relate to the job, are unnecessary given the person’s skill set, or are otherwise redundant. Making the process more efficient will benefit everyone.

Expecting Too Much, Too Fast

When you needed to fill a position yesterday, you might be tempted to put new hires through a quick and intense training program, then set them free. The thing is, proper onboarding doesn’t work like that.

Adjusting to a new job, at a new company takes time. Expecting people to jump right in places too much pressure on them. Even the most talented people need time to learn the ropes without feeling rushed.

Searching for bright, hardworking accounting or finance talent to join your Spokane or Seattle company?

Provisional Accounting is here to help you find the right fit, every time. Get in touch today to discuss a partnership!

Being the boss isn’t easy — especially when you have an employee who isn’t pulling their weight. You’re hoping to correct the issue, so you don’t have to launch a search to hire accountants in Spokane right now, but you’re not quite sure what to do.

A meeting to discuss their performance is on the calendar. You want to let them know you’re serious, without having to walk away feeling like a mean boss. Here’s some advice to help you have a productive meeting that produces positive changes.

5 Tips to Deal With an Underperforming Employee

Identify Specific Behaviors

Get on the same page by explaining exactly what the employee is doing wrong. Leaving any room for interpretation won’t work, because they aren’t a mind-reader. You might think the areas they’ve been slacking in are obvious, but they might not feel the same way. Putting it all out on the table is the only way to move forward.

Give Them the Floor

A conversation about poor performance should be a two-way street. There’s a reason the person isn’t meeting your standards, so finding out what that is — i.e., inadequate training, being overworked, or problems at home — can allow you to easily nip it in the bud. Having a voice in the matter will make the person feel heard, so they’re less likely to be defensive.

Don’t Make it Personal

The issue you have with the employee is their poor performance — not them as a person. Make this clear by focusing on the behaviors you’d like to see changed, instead of assassinating their character. For example, instead of calling them lazy, explain that the rest of the team is frustrated that they have to do extra work because they’re not pulling their weight.

Create a Clear Action Plan

You can’t expect the employee to change on their own. Help them reach the standards you desire by setting S.M.A.R.T. — specific, measurable, achievable, relevant, time-bound — goals. This will leave no room for interpretation, allowing them to know exactly what they need to do to improve their performance.

Set Consequences

Let the employee know what will happen if they fail to achieve the S.M.A.R.T. goals you’ve set for them. Knowing there will be consequences for falling short of these objectives should inspire them to clean their act up and really get to work.

Need help finding hardworking accounting or finance talent?

Provisional Accounting is here to guide your search. Contact us today to get started!

For the first time, you’re managing a few remote employees. Considering the surging popularity of work from home jobs, the next time you’re hiring accountants in Spokane, it’s probably not a stretch to think you might add even more remote positions to your team.

The fact that technology has advanced to this point is pretty amazing. Of course, it also brings new challenges, including helping remote workers fit in with everyone else. The key to success is making sure they don’t feel isolated. Here’s how to do it.

Three Ways to Help Remote Employees Feel Like Part of the Team

Place a Heavy Emphasis on Teamwork

Employees don’t have to be in the same office, state, or even time zone to work together. Take advantage of this by assigning remote staffers to work on teams or in larger groups when possible. This will help them build relationships and really get to know one another. Despite being physically apart from the others, they’ll feel a sense of comradery when they’re able to complete projects with their peers, instead of always having to work independently.

Make Communication a Top Priority

When employees are scattered across different locations, messages tend to get lost in translation. This can lead to miscommunications that cause conflict and hurt feelings. Avoid this by keeping remote employees in constant contact with the team. For example, you might consider a policy that requires them to video call into all meetings and stay signed in to a common chat application — i.e., Slack — throughout the workday. The face-to-face video calls can help keep everyone on the same page, while the more informal chats will allow them to enjoy standard office banter.

Treat Them Like Everyone Else

When possible, make remote employees feel included by adhering to the same policies and giving them the same or equal incentives as everyone else. For example, if you offer free coffee in the breakroom, sign them up for a subscription service where the same brand of ground coffee is delivered in bulk to their doorstep on a monthly basis. Sometimes it’s the little things that make people feel valued and appreciated.

Searching for talented accounting or finance professionals to join your team? Provisional Accounting is here to help you find the best fit. Contact us today to discuss a partnership!

Hiring accountants in Spokane is a big job, and you need the support of your team. However, summer is the most relaxed season of the year, which can make coming into the office the last thing employees want to do.

Since people have visions of sunshine and pool days dancing through their heads, making work extra fun is the best way to increase morale. Here are four budget-friendly activities to engage and inspire your staff this summer.

Company Picnic

Nothing celebrates summer better than a barbecue. Organize a family-friendly gathering on a weekend at a local park, the boss’s house, or even on the lawn of your office building. Save money by making the menu potluck or ordering pizza. Make the picnic fun for everyone by planning a variety of games — i.e., potato sack races, horseshoe, volleyball, cornhole, limbo — for people of all ages. This is a great way for employees to bond on a personal level, in a relaxed setting.

Volunteer Together

Boost employees’ spirits by giving back to a great cause. Take a vote to choose a local charity to volunteer for, then close the office for the day — or a few hours, if that’s all you can spare — and enjoy helping others as a team. Doing something so selfless together will make employees feel great and bring them closer together. They’ll also gain a greater appreciation for you as their employer because working for a company that cares is something really special.

Themed Day(s)

Just about everyone enjoys the opportunity to wear a fun costume, so take advantage of this. Plan a themed day — or make it a series — and encourage employees to come to work dressed to impress. Hang decorations around the office, play music that aligns with the occasion — at least at lunchtime — and give an award to the best dressed. This is a fun way to add some pizazz to an otherwise standard workday.

Ice Cream Social

Considering it’s the unofficial food of summer, there’s no better time to treat employees to ice cream. Buy several different flavors and toppings, and serve it up during the afternoon hours. This fun and a delicious break will make people feel valued while giving them some downtime to enjoy non-work conversation with their colleagues.

If you need to hire new accounting or finance talent for your Spokane or Seattle team, Provisional Accounting wants to help. We take pride in connecting leading local employers like you with top talent, so get in touch today to learn more!

Being the boss means you’re in charge, but don’t let your ego get the best of you. If you want to hire accountants in Spokane — and retain them — you have to treat your team with respect.

The most effective managers realize a power trip will get them nowhere. Instead, they treat employees as equals and do everything they can to help them learn and grow. Here’s a few tips to help you thrive in your leadership role.

5 Ways to Lead Your Team to Success

Be a Positive Role Model

You can’t expect employees to follow the rules if you don’t do so yourself. Lead by example to earn your team’s respect. For instance, if you require everyone to be in the office by 8:30am, make sure you’re on time as well.

Don’t Micromanage

Serving as the boss is a big job, so you might be hesitant to loosen the reins. However, operating on a “my way or the highway” basis doesn’t help anyone. You hired seriously talented people, so allow them to do their jobs the best way they see fit. This will make them happier and more effective, while leaving you more time to focus on your own workload.

Listen to Their Ideas

Your employees are smart people, so encourage them to speak up. Challenge them to come up with innovative ways to improve processes, new project ideas, and ways to better serve clients. Give each person the respect they deserve by listening to each idea and making people feel valued for sharing their thoughts. Even if you don’t implement the initiative, they’ll respect the fact that you gave it consideration.

Keep Them in the Loop

Bad managers only provide selective information to their teams, which of course isn’t effective. No one likes to be left in the dark, so keep employees informed on all information impacting both the team and the company as a whole. Some news is more fun to share than others, but always being transparent with your team will help you earn their trust.

Own Your Mistakes

You’re in charge of a team of people, but you’re only human. No one expects you to be perfect, so when you slip up, admit your error(s) and move on. Admitting to your errors in judgments takes a strong person, and your employees will admire you for it.

As an added bonus, this will also inspire your team to take risks. If they feel like it’s okay to fail, they’ll be more confident taking on new initiatives, because they know you have their back.

If you’re ready to hire new accounting or finance talent, Provisional Accounting is here to assist. We’ll help you find the best person for the job every time, so get in touch today to discuss your needs!

When you’re looking to hire accountants in Spokane, you expect to receive resumes from candidates with the required skills. Of course, there are probably a few notably underqualified applicants too, but it’s always surprising when seriously overqualified professionals throw their hat into the ring.

You’re probably not sure whether to feel suspicious or overjoyed that a candidate with much more experience than necessary wants to join your team. In some cases, this can be an incredible opportunity to get more than expected for the position, but don’t act before performing proper due diligence.

Five Actions to Take Before Hiring an Overqualified Candidate

Find Out Why They Really Want the Job

A motive is hugely important when considering an overqualified candidate. Some people climb the ladder and realize they’re not happier at the top. It’s possible the person just really enjoyed the work associated with the position you’re filling. Knowing the reason they decided to apply will help you make the right decision.

Consider the Impact They Could Make

Traditionally, when you hire a new employee, you want them to be part of your team for the long run. If you feel like an overqualified candidate is just looking for a job to tide them over for the moment, you might be inclined to pass. In some cases, this is the right choice but think about any short-term contributions they could make. For example, if you have a big project in the works you know your team can’t handle, they could prove invaluable.

Get Their Salary Requirements

The position you’re filling has a salary range you need to follow. You might be able to pay an overqualified candidate a salary on the higher end, but this probably still won’t be at the level they’re used to. Before casting off other candidates, discuss salary requirements with them to make sure you’re on the same page.

Determine Their Cultural Fit

A candidate might have the best qualifications in your stack of resumes, but if they don’t mesh with your company culture, they’ll be more of a problem than an asset. Don’t let their impressive resume distract you from asking behavioral questions to gauge their cultural fit and introducing them to the team.

Perform a Reference Check

Your candidate might truly be amazing, but don’t get too excited and forgo a resume check. Speaking with people who have worked closely with them in the past will help you decide if they’re the real deal or too good to be true.

Need Help Filling an Accounting or Finance Position?

Provisional Accounting is here to help you find the best fit for your Spokane or Seattle company. Contact us today to start your search!

When hiring accountants in Spokane or Seattle, it would be nice to mention cash bonuses as a perk of working for your company, but right now, that isn’t in your budget. Thankfully, there’s plenty of other ways to entice candidates and make current employees feel valued that don’t cost a thing.

Thoughtful and creative, non-monetary bonuses are a win for everyone. Your team gets showered with appreciation and you’re able to do this without spending a dime. This is a great way to boost morale, and show employees how much you appreciate all the hard work they do for the company.

Here are three ideas guaranteed to be a hit.

Designated Prime Parking Spot

It rains a lot in Washington, so scoring a coveted parking spot is a huge win. On a weekly or monthly basis, choose an employee who has gone above and beyond expectations to reward with the parking spot. This is a great way to show appreciation to your top achievers, while motivating the rest of the team to do their best work.

Handwritten Thank You Notes

Beyond taking notes in a meeting, you probably haven’t used a pen and paper for much in recent years. These days, most messages are sent through email, which makes handwritten notes really special. When an employee does something outstanding, show appreciation by sitting down and actually writing a note. This kind gesture will almost certainly catch them off guard, and make them feel all warm and fuzzy inside.

Extra Vacation Days

If you have the coverage to manage it, rewarding employees with an extra vacation day(s) — paid, of course — will be a huge hit. No matter how much they enjoy their jobs, everyone appreciates a little extra leisure time. This can be a bonus given to your entire team or something you dole out on an individual basis to celebrate notable successes.

Searching forTop Accounting or Finance Talent?

Provisional Accounting has the contacts needed to help you find the right fit in both the Spokane and Seattle areas. Contact us today to fill your temporary/contract, contract-to-hire, and direct hire positions with motivated candidates who can’t wait to join your team!

When hiring accountants in Spokane, you’ll likely encounter candidates of all ages. This is great because different generations each have something unique to bring to the table.

As a manager, it’s important to understand and embrace the tendencies of each generation. When you’re able to recognize both the strengths and weaknesses of different age groups, you can lead the team to success. Here are a few tips to make this happen.

How to Manage Employees From Different Generations

Understand Their Unique Needs

Every generation has a set of defining characteristics, and this hugely impacts the way they work. From communication preferences — i.e., face-to-face conversations vs. email — to desired work style — i.e., group or individual work — it’s important for you as their boss to recognize these differences and adhere to them.

Pair Them Together

Contrary to popular belief different generations can successfully work together. In fact, they have a lot to learn from one another. Help them recognize each other’s strengths by creating multigenerational pairings to work together on projects. For example, a millennial could teach a baby boomer about social media, and the baby boomer can pass on some of the industry knowledge they’ve acquired from decades on the job.

Meet in the Middle

Every team has its own set of norms, so structure yours to fit all generations represented. This will help employees of all ages learn and grow because they’ll be forced to try something new. Since no generation will have to completely conform to the ideals of another, this should increase job satisfaction and create a stronger team bond.

Set Each Person Up to Shine

Employees from different generations can definitely expand their horizons — often times more than you’d ever expect — but every age group still has their own unique strengths. Keep this in mind when assigning work, to ensure the entire team is given projects tailored to their skill sets. This will help everyone to be happier and achieve better results.

Ready to add new accounting or finance talent to your Spokane or Seattle team?

Provisional Accounting is here to help fill your temporary/contract, contract-to-hire, and direct-hire positions.  Contact us today to start your search!

It’s human nature to like some people more than others, but when you’re the boss, you can’t display favoritism. You took the time to hire accountants in Spokane with the right skills and personality to thrive on your team, but if people are made to feel like second-rate employees, they’ll eventually quit.

Chances are, you might not even realize you’re giving certain employees preferential treatment — i.e., looking the other way when they show up late to work and asking them to tag along to important meetings. However, the rest of your team definitely notices, and they’re not happy about it.

Four Ways to Avoid Playing Favorites With Employees

Don’t Befriend Your Direct Reports

Friendships often develop when you work closely with someone — especially when the two of you have a lot in common. This is great, except when you’re the other person’s boss. In this case, the relationship needs to remain strictly professional. It’s definitely a bummer, but serving double duty as boss and friend isn’t fair to the rest of your employees.

Keep Track of Assignments

You’re a busy manager who constantly doles out assignments to your team. Having a lot on your plate can make it difficult to remember who has recently completed what projects. This can lead to an unfair division of labor, with some employees always receiving the prime tasks everyone wants. Avoid this by carefully documenting who is assigned to what, so everyone gets an equal chance to do the most exciting work.

Display Consistent Behavior

When managing a team, it’s important to treat everyone equally. For example, you can’t punish one person for taking a long lunch, but do nothing when another employee commits the same offense.

Different people require different amounts of attention, so you might spend more total time with some staffers than others, but try to keep quality time the same. For example, if you take one employee out to lunch for their birthday, do the same for everyone else.

Ask Another Manager for Input

Looking at your own behavior subjectively isn’t easy. You might think you’re treating everyone equally, but inadvertently favoring one person over everyone else. Therefore, it’s helpful to ask another manager for their opinion, because they’re not directly involved with the situation. Feedback from an impartial third party will alert you to behaviors you might not realize you’re exhibiting, so you can make any necessary changes.

Finding top accounting and finance talent isn’t easy, so allow Provisional Accounting to assist.

Get in touch today to connect with temporary/contract, contract-to-hire, and direct-hire talent eager to join your Seattle or Spokane team!

You’ve set some pretty lofty goals for your company this year, so you need your entire team to show up to work each day and give their all. When hiring accountants in Spokane, you always seek enthusiastic professionals who are a match for your company culture. This is definitely the right approach, but if you want to keep them motivated in the long term, you have to make them feel valued.

People are happier when they’re able to make meaningful contributions. When you give them work that matters and show appreciation for a job well done, you’re rewarded with employees who truly care about your bottom line.

Five Ways to Make Your Team Feel Valued

Display Gratitude

When an employee exceeds expectations, recognize their efforts. A simple ‘thank you’ goes a long way, so don’t be stingy with those two little words. Chances are, you’ve grown accustomed to being impressed by your amazing employees, but they can’t read your mind. If you don’t let them know you appreciate their hard work, they’ll start to feel invisible.

Ask Them to Weigh In

You hired a very talented group of people, so give them a voice. Asking for their thoughts and opinions is both great for business and a sign of respect. The best employees want to contribute, so give them the opportunity to do so.

Show Employees the Impact of Their Work

Often times, there’s a disconnect between the tasks employees complete and their effect on the business. Keep people motivated by showing them how their contributions help the company meet its goals. When employees realize their work really matters, they’re inspired to keep doing their best.

Compensate Them Fairly

The right employees didn’t join your team solely for the paycheck, but it does make a difference. People feel undervalued when they earn below average salaries, so do your best to offer competitive compensation. If you don’t have the budget to match your competitors’ offerings, show appreciation by providing other perks, such as making your workplace pet-friendly or allowing flextime.

Keep Them in the Loop

It doesn’t feel great to be the last to know what’s going on with your own employer. Employees lose motivation when you don’t respect them enough to provide timely updates on company happenings. Show them the respect they deserve by ensuring they’re always the first to know both good and bad news impacting your business.

Need a Help Finding Motivated Accounting or Finance Talent?

Provisional Accounting is here to help you find enthusiastic professionals for your temporary/contact, contract-to-hire, and direct-hire positions. Contact us today to find out what we can do for your company!