Everyone performs better when someone else has oversight.
By Bill Reeb and Dominic Cingoranelli
CPA Trendlines / Succession Institute
Setting up an “accountability and goal process” always sounds much easier than it actually is to implement. So for those who already think this process would be painful, just know that you still are probably underestimating the amount of agony in store.
MORE ON PERFORMANCE MANAGEMENT: Accountability Requires Clear Expectations | Accountability Is for Everyone | Succession Plan Requirements | Base Retirement on Today’s Operations | Who Decides What? | How Retired Partners Are Robbing their Own Firms | How Involved Should Retired Owners Be? | Firms Say What Would Change Retirement Pay | 4 Ways to Create More Capacity | How to Find a Partner’s Replacement | Action Plans for Transitioning Partners | Partner Retirement and the War for Clients | Best Practices for Mandatory Retirement | How Retirement Issues Affect Succession Planning | Succession: The Questions to Care About
This leads us to the standard question, “If this is so awful, why would anyone do it?” The answer is both simple and abstract.
TO READ THE FULL ARTICLE
