Tips for Training New Employees in Accounting Firms

In today’s competitive accounting market, hiring great talent is just the beginning. Whether these employees are successful and can cut it is largely reliant upon how they are trained. New employees need more than just a welcome email and a manual on how to navigate the firm’s software program. They require a system of structured ongoing support, to understand how the firm works, to know what the client requires, to become confident in their role with the firm. 

Without effective onboarding and training, even the most talented hire will struggle to meet expectations about performance, safety, compliance, etc. With a good onboarding and training plan, new members of your team will be able to adapt more quickly and reliably become productive members of your team, which saves you time, money, and headache from clients in the future. 

Before we move into the practical tips for training new hires, let’s first explore the importance of training new hires in the accounting field. 

The Importance of Training for Accounting Firms

Training is critical in the fast-paced environment of accounting. Training is not merely a checklist item, it is just as important as anything else a firm priorities. An accountant’s performance in any firm is largely a function of the training that accountant receives, either from the firm, or potentially externally.

In a small practice or a larger firm, investing in a suited training program will ensure your team is performing and producing at the best level, while keeping pace with the ever-changing world of accounting. Here’s why it is important: 

1. Reduce errors and improve accuracy

All accounting work needs to be precise. New employees make costly mistakes in bookkeeping, tax filings, audit work, and financial reporting if they don’t receive proper training. A well-trained employee knows how to apply accounting standards properly and can identify possible issues earlier.

2. Compliance issues

Changing regulatory requirements. Training ensures that your team is up to date on laws, tax rules, and professional standards so there is less of a chance of non-compliance.

3. Increase efficiency and productivity

Employees can get the work done faster while having the confidence that is developed through training. It reduces the amount of questions asked and ensures the staff knows how to use firm software and processes. This all adds up to more efficiency and productivity.

4. Increase client satisfaction

Servicing clients with a well knowledge staff leads to better outcomes—on time, with fewer corrections. This helps your firm’s reputation and client relationships will be strengthened.

5. Support career develop and commitment to the firm 

Employees that receive ongoing training are more likely to stay at your firm. Making an investment in on-going training and career development fosters team morale and reduces firm turnover. 

Tips for accounting firms training new employees.

1. Develop an Organized Onboarding Experience

The first few weeks are vital to the new hire experience. A well-organized onboarding experience is essential. It shouldn’t just be about introductions; it should include:

• Firm policies and culture: Make sure you cover your mission, values, and differentiators. 
• Workflows and tools: Induct them on your accounting software, file management, and communications. 

• Key contacts: Provide a listing of contacts for different issues—e.g., IT Issues, HR problems, team leads, etc..
• Tasks for their role: Outline what they will be doing in their first month, including duties, work KPIs, and daily tasks. 

Pro Tip: Provide a welcome packet or informal onboarding handbook that can provide clarity and encourage self-learning. 

2 Assign a Mentor or Buddy

Assigning a mentor or buddy can be a helpful way to impact the learning curve significantly. The buddy should be someone with experience in the same department who can coach the new hire informally.

A mentor or buddy can:

• Help explain unwritten rules and team culture.
• Provide on-the-job training for real work.
• Provide a safe way to ask questions.

This provides a sense of belonging and makes it easier to transition from the classroom and doesn’t come with the same pressures of an audit or tax team during busy season.

3. Use Real Cases as the Basis for Training

The best way to learn is by doing it for yourself. Instead of limiting the training sessions to manuals and presentations, use real client cases, past examples, and even simulated cases of a specific type on what they might do.

For instance,

• In audit: Walk them through a real audit file from beginning to end.
• In tax: Create an exercise where they calculate and file a return using anonymised client information.
• In advisory: Use past reports to show how recommendations are put together and presented to the client.

This links the theoretical with the practical and allows for new hires to consider the potential ramifications of their work.

4. Create an Environment Where Questions and Feedback Are Encouraged

New employees don’t tend to ask questions because they are worried it makes them look not fully prepared. Create an environment where questions about the topic are embraced.

For example you could ask questions about the training:

• In the training, include a time when they can ask questions.
• Weekly check-ins to review what they worked on or where they got stuck
• Encouraging feedback about the training itself.

This not only makes new employees feel like they have had the opportunity to be heard and taken seriously but it also provides you with a basis for improving future training.

5. Break Technical Training Into Stages

One of the most complex parts of an accounting position are the technical tasks: bookkeeping tasks, reconciliations, financial analysis, audit procedures, etc. If you overwhelm a new employee and teach all of this right away, they will freeze up.

Consider breaking technical training into stages, like this:

• Weeks 1–2: Overview of firm, software training, shadowing.
• Weeks 3–4: Taken on their own work with a review.
• Months 2–3: Completing some work that is self-directed with feedback on a periodic basis.

As the employee progresses through their learning you will see their confidence grow and have a greater understanding of better practices.

6. Introduce Key Software Early and Often

As you know, firms are reliant on all types of software (IVA Dover, QuickBooks, and Xero, as well as Excel, CaseWare, and practice management software). Familiarity with all of these systems as soon as possible is important and provides opportunities for guided tutorials, video walkthroughs, and practice files for the following:

• General ledger / bookkeeping software.
• Audit and tax preparation tools.
• Communication software, for example Microsoft Teams or Slack.

Lastly, don’t forget to provide them with login/user credentials, permissions for your systems as well as tech support early on, so they can avoid any delays from the beginning.

7. Set Clear Expectations and Performance Benchmarks

Setting expectations helps eliminate future anxiety and increased accountability.

Clearly outline the following:

• Quality of work and review expectations.
• Deadlines time management expectations.
• Communication procedures with clients.

Set SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals for the first 30-60-90 days, so they are clear what success will look like.

8. Add Soft Skills Training

Accounting work is more than just numbers. Staff needs training in communication, teamwork, and dealing with clients – especially if you expect them in a management or leadership role.

Provide training sessions or role plays to practice:

• Email and telephone etiquette.
• Professional method of handling client queries.
• Teamwork, including conflict resolution.

Soft skills training ensures they are well-rounded and prepared to represent your firm professionally.

9. Encourage an Established Culture of Continuous Learning 

Accounting standards, tools and expectations are changing constantly and being updated quickly. This is so fast paced that continuous learning needs to be part of the practice, regarding all team members, and especially new employees. This is where Learnsignal comes in.

Learnsignal is an online flexible learning platform for accounting and finance professionals. It includes expert led courses in ACCA, CIMA and AAT qualifications, and it also includes learning courses and practical Continuing Professional Development (CPD) support for learning on the job. Some highlights include:

• Bite-sized video based lectures, so complex topics are easier to understand.
• Downloadable notes and practice questions to reinforce learning.
• Mock questions and lessons on exam technique and to prepare your employees for exams with total confidence.

Learnsignal is flexible so staff can learn at anytime and anywhere, even if they want to learn during calmer periods at work. However, the main aspect of Learnsignal that is useful for firms is that they have a Manager dashboard when using Learnsignal. 

This tool allows managers and team leads to:

• Track learning progress for each employee, in real time.
• See which lessons have been completed.
• Help identify gaps in knowledge, and provide additional support.
• Foster accountability among the team members and reinforce continued learning.

With Learnsignal, firms can guarantee a consistent approach to high-quality training for all employees, and the Manager Dashboard keeps you updated every step of the way.

10. Collect Feedback and Improve

Your training could be more and should be listened to! Collect feedback from every new employee on what they found helpful, unhelpful, and if you could improve it.

Questions you can ask:

• Was the training clear and relevant to your role?
• Did you feel provided with support during onboarding?
• What additional resources or material would help you?

Use this feedback to constantly fine-tune your onboarding and training material.

Bonus Tip: Celebrate Early Wins

Recognising early successes – completing their first task for a client, or passing their probationary period, or completing their first personal occupancy report – goes a long way. 

Even small gestures such as a shoutout in a team meeting, or a handwritten good luck note from a partner can:

• Improve morale.
• Increase motivation.
• Help reinforce good behaviour.

Conclusion

The way that an accounting firm trains employees represents a financial investment. If properly done this route has the potential to improve productivity, reduce errors and improve employee retention. With an onboarding process that has structure, planned technical learning and development and not to mention mentorship, along with a commitment to continuous learning that Learnsignal and it’s Manager Dashboard will support, you are setting your new starters, and your firm, up for success in the long run.

It is important to remember that the goal is not just to help your new hire understand how to do the job, but also to help them understand why it matters, to help them feel confidence in their ability to contribute and to help them through the mentoring process develop into professionals who will contribute meaningfully to your firm.

Ready to upskill your team or have questions? Get in touch with us!