20 Aug How to Reduce Turnover & Retain Skilled Clerical Talent in Accounting & Administrative Roles
The Bureau of Labor Statistics reported that the employment of accountants is projected to grow by 6 percent from 2023 to 2033.1 This rate is higher compared to the average growth for all occupations, and suggests high demand for clerical talent. Put simply, employees within the clerical industry can easily find new positions if they choose.
With this said, what can you do to reduce turnover rates and retain skilled clerical talent? The key is to understand why these employees leave and implement retention strategies that will directly improve their experiences.
Why Do Clerical Professionals Leave?
What exactly is clerical talent in accounting and administration? These are the skilled professionals who handle daily tasks that keep businesses running smoothly. They encompass different roles like bookkeepers, data entry clerks, administrative assistants, office managers, and payroll clerks.
Clerical work is critical because it ensures accurate financial records and proper documentation for organizations. Despite their importance, some employees still have poor experiences that may lead them to find a new job elsewhere. Here are some things that cause clerical professionals to leave:
1. Inadequate compensation programs
When salaries stay the same for years without raises, employees look for better opportunities elsewhere. Companies that offer wages lower than market rates struggle to keep good workers.
Additionally, benefits like health insurance, retirement plans, and paid time off matter to employees. Workers want competitive compensation that reflects their value to the company. So, when they see similar jobs paying more at other companies, they often decide to make a change.
2. Limited growth opportunities
Clerical workers may quit when they see no clear path to advance in their careers. These employees feel stuck in the same position year after year with no chance for promotion or new challenges.
Companies that do not offer training programs or skill development may frustrate their employees. When businesses fail to create advancement opportunities, employees may seek employers that offer better career prospects.
3. Outdated tools and systems
Working with old computers, slow software, and outdated systems makes daily tasks harder and more time-consuming. Clerical professionals become frustrated when they cannot work efficiently because of poor technology.
Outdated systems also make it difficult to learn new skills that are valuable in today’s job market. It’s natural for employees to want to work with current technology that helps them do their best work. Companies that refuse to upgrade their systems run the risk of losing workers to organizations with better resources.
4. Lack of recognition
Professionals need to feel appreciated for their hard work and contributions. Many leave their jobs when managers rarely acknowledge their efforts or thank them for excellent performance.
Employees who feel invisible or taken for granted are more likely to lose motivation and start looking for workplaces where their efforts are valued and celebrated.
5. Poor leadership and overall experience
Bad managers and negative workplace environments drive away many clerical professionals. Employees struggle when their supervisors:
- Provide unclear instructions
- Show favoritism
- Fail to support their team members
Poor communication from leaders can also create confusion and stress in daily work.
Employees leave when they face workplace conflict or constant criticism without constructive feedback. A toxic work culture makes employees dread coming to work each day. Good clerical professionals will find new jobs rather than stay in environments where they feel stressed, unsupported, or unhappy.
7 Effective Retention Strategies
Employee retention is necessary for the long-term success of any business. For effective talent retention, employers can consider the following methods:
1. Review and benchmark compensation
Regularly check your pay rates against what other businesses offer for similar positions. This means taking the time to research salary surveys, job postings, and market data to ensure your wages stay competitive. Don’t hesitate to adjust salaries when they fall behind market rates in order to prevent good employees from leaving for better pay.
Regular compensation reviews should happen at least once a year to keep up with changes in the job market. You also need to evaluate your benefits packages to make sure they include health insurance, retirement contributions, and other perks that matter to employees.
2. Offer professional development
Retaining talent requires businesses like yours to offer training opportunities that help clerical professionals learn new skills and advance their careers. This involves offering classes, workshops, online courses, and certifications related to their field.
If financially capable, you might consider funding employees’ attendance at conferences or college courses that improve their abilities. Cross-training programs are also ideal since they allow workers to learn different parts of the business, making them more valuable to the organization.
Read more: How to Include Growth Opportunities in Your Workplace
3. Establish different career pathways
Companies need to invest in career development. Create clear advancement opportunities for clerical professionals beyond traditional promotion ladders. This means developing specialist tracks where employees can become experts in specific areas like payroll, accounts receivable, or compliance.
Lateral movement opportunities allow workers to try different departments and gain new experiences. So instead of searching for other roles, development opportunities convince people to stay. Take the time to create clear job descriptions and requirements for each career path. This contributes to retaining talent since it helps employees understand what they need to do to advance.
4. Utilize advanced tools and equipment
Retain employees by investing in modern technology and software that can make clerical work more efficient and enjoyable. From simple system updates on work computers to implementing automated processes, provide tools that can make work easier and more efficient.
Equipping your people with updated tools can reduce not only errors but also stress and frustration among your teams. Modern equipment also helps workers develop valuable technical skills that benefit their careers. Ensure that your business regularly upgrades its systems. Remember to provide proper training on new tools that you implement within your operations.
Read more: Future-Proof Your Staffing Strategy: Navigating Economic Uncertainty
5. Design recognition programs
Another retention strategy revolves around recognition programs. Employers need to create formal and informal ways to acknowledge good work and celebrate employee achievements. This can be in different forms, such as employee of the month awards, performance bonuses, public recognition at meetings, or thank-you notes from managers.
Recognition programs should be fair, consistent, and meaningful to the employees receiving them. Even simple gestures like providing lunch for the team or giving gift cards can make workers feel appreciated. Regular recognition also helps employees feel valued and motivates them to continue doing their best work for your organization.
Read more: Make Your Employees Feel Recognized with These 5 Tips
6. Continuously train managers and leaders
Since employee retention hinges on positive worker experience, it’s necessary for leaders to be trained in talent management. This can be done through ongoing training for supervisors and managers who lead clerical teams. Focus on:
- Communication skills
- Conflict resolution
- Performance management
- Supporting employee development
Good managers know how to give constructive feedback. They can also set clear expectations and help their team members succeed. Regular coaching helps managers improve their skills and become better leaders. When supervisors are well-trained and supportive, employees feel more satisfied with their jobs and are less likely to leave.
7. Foster a positive workplace culture
Beyond career development opportunities, employees value companies with a positive company culture. So, to retain talent, it’s vital to create an environment where employees feel respected, included, and happy to come to work each day.
Begin by creating clear policies against discrimination and harassment. Make it an active goal for your team to be an inclusive and pleasant workplace for all. Enforce rules consistently regardless of an employee’s position or seniority.
To create a positive culture, try to plan social activities and team-building events to help build relationships among coworkers. Encourage work-life balance and show genuine concern for employee well-being. These all contribute to a workplace employees enjoy being part of.
Recruit and retain top clerical talent with Masis Staffing.
Masis is a service-driven staffing firm that focuses on providing high-quality staffing solutions. Our team is made up of goal-driven professionals who are ready to help your business succeed.
Interested in learning more? Reach out to us today!
Reference
- “Occupational Outlook Handbook.” U.S. Bureau of Labor Statistics, Apr. 2025, www.bls.gov/ooh/business-and-financial/accountants-and-auditors.htm.