Has your Accounting Team got a Culture of Growth?

Hi everyone, 

Building a solid accountancy team isn’t about ticking a few boxes on a CV. 

If you’re really thinking about bringing people together with your purpose, you’ve got to bring together individuals who not only bring the right skills but also embody your firm’s culture and values.

The right fit can mean the difference between a firm that merely functions and one that thrives.

Why? 

Because culture brings people together, and organizational culture also strives to achieve the same. 

The problem is, that firms often focus solely on credentials. 

Sure, you need technical expertise, but what about adaptability? What about the ability to collaborate and innovate? Stats suggest, 89% of hiring failures are due to a poor cultural fit, rather than a lack of technical skills. 

The key ingredient that sticks everything together is CULTURE!

Yet, you can’t force culture fit—it’s either there or it isn’t. And when it’s there, the synergy is palpable.

My own experience at Samera is a great case in point where my team and I have let our values permeate and created a team culture that’s inclusive and growth-driven. 

From the very beginning, we make sure to communicate our core value of Trust to all stakeholders. Trust is the foundation of our client relationships, our internal collaboration, and our approach to growth. 90% of clients say trust in their advisor is crucial for continuing their business association.

When we bring new talent on board, we make it clear that trust is non-negotiable. We look for candidates who not only have the right skills but who also resonate with this value. 

If you also want to cultivate a growth-centric culture at your accountancy firm, you can start on the same path as I did.

Start at the very point you’re hiring. Look for candidates who not only have the right skills but also empathize with your organizational values. To that point, research by Columbia University shows that 82% of companies with strong cultural alignment see better overall performance.

Once they’re on board, invest in their development—whether through training, mentoring, or simply providing the space and resources they need to innovate.

But again, sharing your firm’s values doesn’t have to end with your employees, take it forward to your clients and all your stakeholders – this is how an accountancy firm really registers a brand identity!

Once you’ve put these pieces together, make sure to regularly assess your firm’s culture. 

Check if you are fostering an environment where new ideas are welcomed, where mistakes are viewed as learning opportunities, and where growth—both personal and organizational—is celebrated? 

If some of that isn’t happening, be open to doing things a little differently.

For a more in-depth take on team building and organizational culture, read our Growth Course lesson Assembling the Ideal Accounting Team.

Until next time,

Arun

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