How to keep your top tax talent

Tax leaders - don’t lose your stars. Here’s how to keep
All leaders know that a great team with a diverse range of
talents is a solid blueprint to hit business objectives. But having highly
talented people isn’t enough to keep hitting those objectives. The days of
training staff once-a-year is over. With the current pace of change, employers
need to develop staff in critical roles on a real-time basis and ensure that a
sustainable pipeline of talent is available to fill key roles over time.  

According to LinkedIn’s 2018 Workplace Learning Report,
which surveyed
approximately 4,000 professionals around the world,  90% of executives agree that learning and
development (L&D) is a necessary benefit to a company.
But filling a talent pipeline isn’t the only benefit of
training. 94% of employees say that they would stay at a company longer if it
invested in their career development.
The report found that softening the impact of automation
through training for soft skills, getting employees to make time for learning,
and the need for manager involvement to increase employee engagement with
learning, were some key trends to workplace development.
Overcoming the
hurdles of automation

According to LinkedIn’s report, workplace learning can
soften the impact of automation. In the study, the number one priority for
talent development in 2018 is training for soft skills. This is applicable to all
professions, including the tax profession.
Tax practitioners are well aware that digitisation and
automation are significantly changing the profession, with low-level tax work
becoming increasingly outsourced to technology. Maintaining technical fluency
across roles will be critical, but the current times demand a human touch.
Without great customer service, leadership, and creative problem-solving, developing
the best tax advice would not be achievable. And workplace learning is a great
way to help employees reach their potential.

No time to learn

Getting employees to make time for learning was highlighted
as a major challenge facing talent development in 2018. Clearly, if employees
are not taking the time to learn, then there is no way that L&D programs can
be successful.
If employees can’t find the time to learn, leaders need to
level the playing field. The study suggests that organisations need to do this
on platforms employees are already using with messages that align to their
on-the-job needs and professional aspirations.
This may mean more online learning solutions to meet the
needs of an increasingly diverse, multi-generational workforce. Or you can study
, which is perfect for those that do not necessarily have the
luxury of time.
Retaining strong

LinkedIn’s study found that employees care about their
career development more than ever before. With 85% of employees not engaged or
actively disengaged at work, organisations need to increase employee engagement
by providing the learning experiences employees want—when and where they want
However, a manager’s involvement is also a critical component
to increasing employee engagement with learning. 56% of employees say that they
would spend more time learning if their manager directed them to complete a
specific course in order to gain or improve their skills.
The message is clear – if you don’t want to lose your star
players, you need to invest in their L&D.
Invest in your team today by finding out more about our market-leading education. Speak to us on 1300 829 338 to discuss corporate bookings.


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