Blog

In many organizations, there’s often that one “rockstar” employee: the high performer who delivers exceptional results, exceeds targets, and often becomes the go-to person in high-stakes situations. But what happens when that rockstar comes with, or develops a toxic attitude? They may be brilliant, but they’re disruptive, difficult to work with, or create tension within the team.  Managing a toxic rockstar is one of the toughest challenges a leader can face — but it’s one that must be handled ...

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When recruiting you need to strive to offer the candidate the best experience possible, even if they are not selected for a role at your firm. The recruitment process is a two-way street. Just as employers evaluate candidates to find the best fit for their organization, candidates evaluate employers to determine if the role aligns with their goals and values.  One of the most debated aspects of this process is whether employers should provide feedback to candidates who are not selected. While ...

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Job seekers will sometimes say anything to get a job, which is why the interview process is a very important part of the overall candidate selection process. Conducting effective interviews is essential for making informed hiring decisions and ensuring a positive candidate experience. To achieve this, employers and interviewers must follow best practices that focus on preparation, structure, and consistency.  Follow these tips, especially if you don't interview often, to help conduct an ...

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If you do not have some type of virtual work/work-from-home policy, you are at a disadvantage when recruiting for new talent today. In practice, advisory firms that have ‘always’ run in-person do often struggle to convert to a fully remote working environment, but it isn’t necessarily a need to allow 100% virtual work (unless the firm wants to); allowing even just some work-from-home (e.g., 2 out of 5 days per week) can still have positive impact for the team, while still largely conforming to ...

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After the Second World War, many of the American military members returned home and entered the workforce managing and implementing work cultures that were similar to their military experience and training. Every generation that is further removed from this “Greatest Generation” has slowly moved away from the traditional model of rigid, authoritarian leadership in favor of a more relaxed, and approachable style.  This shift can foster a more comfortable and open work environment, but it also ...

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Last month in part four of our research survey series, we looked at how new planners felt about their compensation, and what increase would be required for them to feel fairly compensated. This month, in our final installment of the 2024 Career Satisfaction survey series, we look at how next-generation planners view equity ownership, whether they seek it, when along the career path they expect it, and how they expect to acquire it.  Equity Ownership Desire and Timelines One of the ...

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Last month in part two of our research survey series, we looked at what activities new planners cited as most fulfilling, what their expectations for promotion to lead planner were, and their view of management’s commitment to their career development. This month, we will look at the factors that job seekers prioritize when looking for a new career opportunity in the first place, the most requested and valued employee benefits, and factors that drive retention of the next generation of financial ...

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Last month, we introduced our research study exploring why new financial planners enter the profession and what career path they seek when starting out. This month, we will look at the activities that they cited as the most fulfilling, what their expectations are for promotion to a lead planner role, and their view of management’s commitment to their career development.  When we asked new planners what were the most fulfilling activities they did each day, Gen Y (Millennials) cited Meeting ...

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Earlier this year we surveyed 665 Generation Y planners and 275 Generation Z planners to get their thoughts on their career satisfaction, and what drives that satisfaction (and from the firm’s perspective, their retention!). In this anonymous survey, we hoped to gain additional insight into what we see anecdotally each day as we interview job seekers for financial planning roles across the country about what they’re really looking for that will make them “stick” with the job and firm they’re ...

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