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Art of Accounting: How to end the self-created pipeline problem

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I quit two jobs I liked because of poor raises. I resolved that when I had my own practice, I would not let this happen to my staff. And it never did because I paid the right salaries (and usually on the higher level). Of course there were exceptions. There are always exceptions. But as a rule, I never lost staff because of inadequate salary or a poor raise.

I do not think I was so imaginative, innovative or even too bright. I was using my early experiences as the role model to keep staff that wanted to stay and who I also wanted to stay. As things worked out, I pretty much made the right decisions when I quit since each future firm gave me added experience and opportunities, and the appropriate salaries.

I feel disgusted when I read interviews and articles about the pipeline “problem” when one of the causes cited is the low salaries being paid to entry-level and experienced staff who could earn much more in positions outside the profession.

I, along with my partners, came up with rationales for our higher salaries. I think these are just plain common sense. It was certainly good business for us, and here are some of the things we did and the reasons. This shares my pre-Withum experiences, but from what I hear from colleagues, everything we did is still valid. However, very few firms duplicate it, just as very few duplicated it 45 years ago when I started writing and speaking about this. This is not new stuff. 

  • For starters, we were a small practice and primarily hired people out of school. Generally, we weren’t competing with the larger firms that had higher starting salaries, so we paid a little lower than “market” to get staff on board. We had a great training program and our staff advanced quite rapidly. What we did was recognize the value they acquired and gave them a raise after six months and every six months thereafter for about two to two and a half years until their steep learning curve leveled off somewhat, and then moved them to an annual raise. We, in effect, paid them what they were worth at the end of every six-month period. 
  • Many colleagues pointed out to us that we were paying staff for what we taught them at our expense, and they thought we were foolish. The fallacy in this is that our staff owned what we taught them and if they left, we lost what they knew, the relationships they established with clients and the level they were performing at for us at that time. We did what we needed to do to keep them, and since money was a key issue we paid them what they were then worth in the market.
  • The result for us was a much lower turnover and greater longevity with us and with our clients. This cut our time recruiting and onboarding and training new staff. Instead, we had added time to bring our staff along to perform at higher levels … and for which we gladly paid them. Our colleagues got mired in a cycle of ongoing staff replacement recruiting and onboarding that we completely avoided. And this accelerated our growth.
  • Our accelerated growth also led us to innovate more and provide added services to clients, increasing client satisfaction and our income. Clients also appreciated that we did not have a revolving door of new staff. 
  • We actually had a revolving door, but it was for controlled growth for staff and more efficient client servicing, without disruption to clients. We realized staff could not grow if they remained on the same clients indefinitely. What we did was have someone who worked on a client start after two years to train a newbie for a year and then step back and become their supervisor. The newbie worked another year by themselves, and then they were ready to train the next newbie on that client. The clients saw continuity and because of our systems there was never a break in the services or deliverables. Depending on the dynamics, occasionally the supervisor remained on that client as the manager and performed many of the services a partner would have performed.  
  • We trained staff well in the technical areas and also on our systems, methods and culture. Further, because of our systemized approach to training, a one-year staff person was able to train an entry-level person, just as a two-year person was able to train the one-year person, and this worked all the way up the experience ladder. Our managers were trained by us and started their careers with us.
  • I recall reading a cartoon showing two older partners talking to each other. One said, “Why should we spend effort training staff who will then leave?” The other said, “Suppose we do not train them and they stay!”
  • We trained to have staff perform at the highest level they were capable of as long as they worked for us. If we only got an extra year out of them, it was well worth the effort and expense, but we usually got more than that extra year.
  • Another thing we did was pay for overtime hours in the next paycheck. They worked extra, they were paid for it! If we weren’t able to generate added revenue from their added work, we did not deserve to remain in business. Our staff never complained about working overtime, and I was told that some spouses encouraged it because of the added payment.
  • As for overtime, we only asked staff to work extra if there was work that needed to be done. This certainly was during the couple or three weeks before March and April 15, but not usually during other periods except if there were special circumstances.

There is a lot more, but the shallow reason that the pipeline is drying up because of low or inadequate salary could easily be remedied. We have it within our power to change this. When will you start?

I posted an earlier column with four reasons why staff remain with a firm. Money was one of them and the others were, growth, experience and flexibility.

Do not hesitate to contact me at [email protected] with your practice management questions or about engagements you might not be able to perform.

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Accounting

Mandatory ESG Reporting Standards Demand Standardized Non-Financial Audit Trails

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Mandatory ESG Reporting Standards Demand Standardized Non-Financial Audit Trails

Corporate accounting departments face an expanded regulatory mandate as mandatory sustainability and Environmental, Social, and Governance (ESG) reporting frameworks take full effect internationally. Governed by the European Union’s Corporate Sustainability Reporting Directive (CSRD) and the International Sustainability Standards Board (ISSB) IFRS S1 and S2 standards, enterprise financial controllers are now legally required to track, verify, and report non-financial data with the same internal controls and auditability as traditional financial statements.

The expansion shifts ESG compliance

This regulatory expansion shifts ESG compliance from marketing departments to corporate accounting offices. Financial managers are now responsible for gathering, consolidating, and verifying carbon emissions metrics, supply chain labor conditions, water usage, and climate risk exposures across multi-tiered corporate structures. These non-financial metrics must be integrated into standardized general ledgers to withstand rigorous third-party audit assurance processes.

To comply with these rigorous reporting mandates, accounting software providers have added dedicated ESG modules designed to aggregate data from IoT sensors, utility platforms, and vendor management systems. Controllers are implementing internal control frameworks—modeled after traditional COSO frameworks—to ensure the completeness, accuracy, and consistency of sustainability disclosures, protecting organizations against greenwashing penalties and litigation risks.

The transition requires significant cross-functional collaboration between accounting teams, legal counsel, and operational directors. Accounting professionals are expanding their technical expertise beyond financial ledgers to master carbon accounting methodologies, lifecycle assessment standards, and non-financial data governance protocols, fundamentally expanding the role of the modern corporate accountant.

Why This Information Matters
Mandatory ESG disclosures require companies to treat environmental and social metrics as audited financial records. Executives, accountants, and board members must institute formal tracking and assurance processes to satisfy legal mandates, maintain investor confidence, and mitigate regulatory non-compliance risks.

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Accounting

SEC’s Semiannual Reporting Proposal Faces Investor Pushback: What CFOs Need to Know

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U.S. Securities and Exchange Commission (SEC)

A proposal from the U.S. Securities and Exchange Commission to potentially shift some public companies away from quarterly financial reporting toward a semiannual model is drawing significant pushback from investors, even as it continues moving through the regulatory process. The debate has direct implications for corporate finance teams, auditors, and the broader transparency of U.S. capital markets.

What the SEC Proposed

According to a summary published by accounting advisory firm Cohen & Co., the SEC issued a proposed rule on May 19, 2026, aimed at simplifying financial reporting requirements for many U.S. public companies. The proposal would potentially reduce the frequency of certain mandatory disclosures from quarterly to semiannual, a structural change that has not been made to core U.S. reporting requirements in decades.

The proposal follows an extended debate within U.S. policy circles, with proponents arguing that reduced reporting frequency could lower compliance costs and free up management time for longer-term strategic planning rather than quarter-to-quarter results management.

Why Investors Are Pushing Back

Comment letters submitted in response to the proposal have been extensive, and according to Cohen & Co.’s review of the public record, investors “appear to be largely opposed” to the shift, viewing frequent interim reporting as a core benefit of U.S. capital markets relative to other jurisdictions.

Accounting and law firms have taken a more measured position, generally urging any changes to remain aligned with the Financial Accounting Standards Board (FASB), whose existing disclosure requirements and guidance are built around a quarterly reporting cadence. A shift to semiannual reporting without corresponding changes to FASB guidance could create friction between SEC filing requirements and GAAP-based disclosure expectations.

Lessons From the U.K. Experience

The debate is not without precedent. The United Kingdom moved away from mandatory quarterly reporting for listed companies in 2014, returning to a semiannual disclosure requirement. According to Cohen & Co.’s analysis, that experience offers a cautionary data point: there was no measurable increase in capital expenditure or R&D investment following the change, while analyst coverage of affected companies declined as reliable interim information became less available — a particular risk for smaller and newly public companies that rely on analyst coverage to maintain investor visibility.

Practical Implications for Finance Teams

Beyond the debate over disclosure philosophy, the proposal carries practical complications. Many companies have debt covenants and credit agreements structured around quarterly financial delivery; a shift to semiannual reporting could require renegotiating those terms. Reduced reporting frequency would also extend the “window of market silence” between disclosures, a factor that governance and investor-relations teams would need to manage carefully to avoid information asymmetry.

Separately, and unrelated to the reporting-frequency debate, the SEC and FASB have continued finalizing more routine updates this year. New Accounting Standards Updates are taking effect for December 31, 2026, fiscal year-ends covering income tax disclosures, credit loss measurement, induced debt conversions, and stock compensation, according to Eide Bailly’s review of 2026 ASU activity. Additional guidance on paid-in-kind dividends and environmental credits is also on the near-term horizon.

What to Watch Next

The semiannual reporting proposal remains in the comment and review phase, and no final rule has been adopted as of this writing. Finance leaders should monitor the SEC’s regulatory agenda for further movement, while treating the current quarterly reporting requirement as the operative standard until any final rule is issued and an effective date is set.

Given the extent of investor opposition documented in the comment file, a full shift to mandatory semiannual reporting appears more likely to result in either a scaled-back compromise or continued study rather than swift adoption — though the SEC’s ultimate direction remains uncertain.

 

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Accounting

AI-Driven Automation and Continuous Accounting Frameworks

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The accounting profession is undergoing a fundamental structural transition as enterprise finance departments shift from periodic month-end closes toward automated continuous accounting models. By integrating specialized machine learning algorithms directly into enterprise resource planning (ERP) platforms, chief accounting officers are transforming financial reporting from a retrospective exercise into a real-time operational asset.

The Shift from Periodic Close to Continuous Financial Reporting
Traditional accounting workflows heavily relied on manual data reconciliation, spreadsheet calculations, and multi-week closing cycles at the end of each fiscal period. In contrast, continuous accounting frameworks utilize automated software agents to process, validate, and post transactional data in real time as business activities occur.

Automated bank reconciliation tools cross-reference incoming bank feeds, invoice records, and purchase orders automatically. By resolving transactional variances instantly throughout the month, corporate accounting teams eliminate the traditional workload spikes associated with quarterly and annual closes.

Machine Learning in Audit Trails and Anomaly Detection
Advanced natural language processing (NLP) and machine learning tools are redefining internal audit and financial control environments. Automated systems analyze 100% of general ledger entries, identifying anomalous transactions, duplicate payments, and unauthorized journal entries in real time.

Rather than relying on random statistical sampling, corporate internal auditors can focus their attention on high-risk flags automatically surfaced by algorithmic monitoring platforms. This continuous risk assessment strengthens internal controls over financial reporting (ICFR) and significantly reduces fraud risk.

Evolving Roles for Accounting Professionals
As routine data entry and manual reconciliation tasks become fully automated, the skill set required for accounting professionals is shifting toward data analysis, system design, and strategic business advisory.
– Systems Governance: Accountants are increasingly responsible for monitoring algorithmic accuracy and managing data integration pipelines.
– Business Partnership: Finance professionals leverage real-time financial dashboards to advise operational leaders on margin management and working capital allocation.
– Regulatory Compliance Management: Accounting teams utilize automated platforms to ensure compliance with dynamic tax codes and international accounting standards.

Core Implementation Recommendations
1. Deploy Automated Reconciliation Tools: Integrate continuous transaction processing modules into existing enterprise ERP architectures.
2. Establish Algorithmic Governance Controls: Implement strict internal testing protocols to ensure automated accounting rules comply with GAAP/IFRS standards.
3. Reskill Accounting Teams: Invest in training finance staff on data analytics, workflow automation, and predictive financial modeling.

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