By Steve Saah, Executive Director of Finance and Accounting Permanent Placement, Robert HalfAs a finance leader, your plate is always full. And whether you’re focused on meeting the demands of peak work periods or helping the business navigate economic shifts, it’s often necessary to move less-urgent responsibilities to the back burner. However, no matter how frenetic the pace of work, you should always strive to schedule time for career conversations with your staff.These check-ins can have a lasting impact—both on individual growth and team performance. So, here’s an important question to reflect on: When was the last time you sat down with each of your team members to talk about their professional goals, and how they see their future within your finance and accounting department or the company as a whole?Holding career-focused discussions regularly with employees is a crucial component of an effective talent management strategy. By dedicating time for meaningful career conversations, you’re not only demonstrating that you care about your employees’ goals and interests, but you’re also investing in your organization’s long-term success.Let’s look at some of the top benefits of using this approach to learn more about your employees’ preferences, goals and needs.
Boosting staff retention
You never want to risk losing your best people. And if they end up leaving your organization because they aren’t feeling valued or they’re worried about their career trajectory, replacing them wouldn’t be easy. According to the 2025 Salary Guide From Robert Half, 85% of managers in finance and accounting are having difficulty locating skilled professionals available for hire.Through career conversations, you can deepen your understanding of what your team members need to stay focused and motivated at work. That insight can help you tailor professional development and growth opportunities—from mentorship to training—that can keep employees engaged and satisfied while helping to reduce staff turnover.Improving communication with staff is a top employee retention strategy. See this post for 13 more.
Staying more attuned to employee stress levels
In a recent Robert Half survey, 36% of professionals said they feel burned out at work, and 33% report they are burned out more now than they were a year ago. The combination of heavy workloads and long hours is a top factor for this trend, according to our research.If you are having career conversations with your staff regularly, you will be well-positioned to spot early signs of stress and take proactive steps to reduce the risk of burnout. Ask employees how they’re managing their workload, whether they feel supported and if they have the resources they need to succeed. These conversations can also uncover hidden stressors—like unclear expectations or bottlenecks in collaboration—that may be contributing to frustration or fatigue.
Building a robust talent pipeline
Your business can earn a reputation as an employer of choice by taking the time to understand and actively support your employees’ career growth. If you foster a workplace culture that offers clear paths for skills-building and advancement, your staff members will be likely to promote this fact to their friends and peers outside the company and in interviews with potential hires.Career conversations with your staff members can also help you identify future leaders within the organization. The insight you gain during these one-to-one discussions can help you determine the best way to prepare those individuals for their next move, such as through formal succession planning.
Adapting more effectively to a changing industry
Technology tools like generative AI and advanced data analytics are transforming how finance and accounting organizations in companies of all sizes operate. Career conversations can help you discover which employees are especially eager to expand their technology skills, and who on your team can benefit the most from targeted training based on their career goals.Investing in your employees’ development of relevant tech skills signals to them that you’re invested in their future. This kind of support can boost engagement and loyalty while helping you build the agile, tech-savvy workforce needed to keep pace with new ways of working.
How to start and structure career conversations with your employees
Career conversations don’t need to be formal, and they definitely shouldn’t feel like a performance review (or be blended into one). You may want to consider hosting these discussions in a neutral, comfortable setting—like a conference room or lounge area—to help put your employees more at ease. You can also set the stage for a relaxed and productive conversation by doing the following:Ask open-ended questions: Examples of questions you might pose include: What do you find most rewarding about your current role and responsibilities? How would you like to see your career evolve over the next two to three years? Are there specific areas of the business that you’d like to explore?Listen more than you speak: Career conversations may focus on professional goals, but they also have a personal dimension. After all, you’re inviting your staff members to share their interests and ambitions. Show genuine curiosity, listen actively and resist the urge to jump in with feedback or suggestions. Let your employees fully express their thoughts first.Collaborate on a plan: Partner with your employees to outline attainable steps for achieving their goals. These actions might include finding or becoming a mentor, earning in-demand certifications, taking on stretch assignments, pursuing leadership development opportunities, or engaging in cross-training to broaden their skill set and perspective.
Keep the discussion going
Get hiring helpA career conversation shouldn’t be a one-and-done event. You can keep your employees feeling confident that you view their development as a priority by making the point to:Check in with them regularly: Following up between more in-depth career conversations can help you track your employees’ progress, identify potential challenges, and offer support or encouragement when needed. These spot checks also allow you to assess whether your team member’s priorities or aspirations have shifted—and why.Offer resources: Provide additional tools and opportunities to help support your employees’ professional growth. For example, you might share information about relevant training programs, industry conferences or workshops that align with their career goals.Acknowledge successes: When your employees achieve their aims, whether it’s a small win, like completing a project, or a major accomplishment, such as securing a promotion, be quick to recognize their achievement. Just be sure to do it in a way that suits the individual—whether publicly or more privately—to help reinforce their efforts and keep them motivated.The companies that excel at retaining top talent are those that prioritize investing in their people. That’s why career conversations should be a feature of your talent management strategy. They are a simple but powerful tool to help show your team members that you want them to be successful. So, if it’s been a long time since you’ve had career conversations with your staff, there is no time like the present to reengage with each employee, one to one.
