[Swatee]

Hi I am a licensed CPA but I recently lost my job because of performance issues.I was working as a Senior Accountant and in my terms I was working hard and doing well.My manager told me that I lack problem solving and analytical skills so he asked me to leave.This has happened to me the second time when I lost my jobs b because of performance reasons.At each just b my tenure was one year.Does that mean accounting is not for me, how can I help myself?.

[Anonymous]

Ah, well a big part of it still is likability. In the “off-season” even at private firms, there are many hours wasted just lounging around and half-assing at the office. A few questions and mistakes never hurt anyone and a few minutes or so doesn't exactly lose the firm money…so it's impossible that is a valid reason to let anyone go. It's just scapegoat reasoning so they can find someone new that is a “better fit” when they have time. In public accounting, even the likable employees can eventually be put on the chopping block if they aren't performing (not just their work, but professionalism as a whole) or effectively building rapport with clients and coworkers. But at most firms/companies, it's all about balance if you want to be safe and strengthen job security.

[Missy]

As someone with an HR background, I think you're placing too much emphasis on the one example they gave you when dismissing you. You're correct that's probably not the main or only reason and you'll never know exactly why because they threw out one lame reason when.they dismissed you and would not go deeper in depth. There's likely more to it and they won't nor should they go into deeper details. Rule #1 of letting someone go-say as little as possible and escort the former employee out as quickly as possible after delivering the bad news. If you think there's even a slight chance you were discriminated against as a protected class, seek legal counsel. Otherwise move on, put it in your past and excel at your new job.

Licensed Massachusetts Non Reporting CPA since 2012
Finance/Admin/HR Manager

[Anonymous]

As for discrimination, I don't think seeking legal counsel is the proper action. A person wanting to report workplace discrimination would want to report it at the federal level. Attorneys won't waste their time with that 1. because it won't make them any money 2. it's difficult to prove 3. they typically represent employers, not employees.

[TommyTheCat]

there goes Brickell with his scapegoat and trickery rants again. Dude must be so jaded it hurts.

Bottom line is its incredibly difficult for firms to find talent and retain it, especially at the senior position. Any manager or above knows this. So as much as you want to complain about firms hiring peeps just to cut them loose at a moments notice, its just flat out not true and most folks who believe in such conspiracy theories probably are buying in to them to make themselves feel better instead of realizing the fact that they got cut because they were a team player, weren't a well-rounded person around the office, weren't good at taking criticism and learning from it, were confrontational, etc etc etc.

That's clear to me from the OP, as a few other peeps have posted here. To feed the OP with thoughts of their being some vast conspiracy out there against staffs and seniors is just bogus. I can't find seniors or experienced associates at my firm to save my life right now. Good ones at least. No one is letting good talent go in this market.

[Anonymous]

Lmao, Tommy…what is “good talent” at the staff and senior level? Being able to copy PY workpapers, reconcile bank statements, ask the right questions, do a little research, and not step on any toes…

That's all it takes to make it to senior level. The saying in the field is that it's so easy that any MONKEY can do it.

But like I said, if you don't have the people skills to balance it out, at most firms you will have a hard time making it past Senior. And that's because at the Manager level, you will be dealing a lot more with clients, vendors, creditors, training employees, etc. and if you aren't building rapport with them and if you aren't someone they don't care to see next year or deal with again, they'll let your boss know about it.

Unless you are in the middle of nowhere where accountants are scarce or in a non-competitive market/company, like most places in the midwest for example, then you don't even need to have a likable personality or exceptional technical ability. You just have to know someone who knows someone that got you the job or can vouch for you…which is referred to as the “good-ol boy network”…which in any case is still referred to as your NETWORK.

It's not a conspiracy, it's basic business practice and human nature.

Curious Tommy, have you even reached a Managerial level or ever been responsible for reviewing the work of employees under you? Or have you at least worked closely with the Partner or Executives of your firm in making decisions other than performing basic accounting work?

It's all about relationships the higher up you go and if you don't have the people skill and balance to be a likable contributor at the firm, you will easily be placed on the chopping block, regardless of “how well you know debits and credits”. Simple as that.

If that wasn't the case, then no licensed CPA would ever be unemployed.

[Missy]

Also you say your coworker had less workload than you. Are you basing that strictly on her time to gossip and leave early or something quantifiable like comparing the number of accounts you're each responsible for and reports to update? Is it possible your coworker had the same workload but stronger analytical skills which allowed to complete the workload faster? Most industry jobs don't require work after hours and weekends and perhaps that's the basis for the comment about analytical skills. (Not to mention most companies frown on employees having access to work information outside the office unless they're management and often then too) Sometimes WE see the extra hours as admirable but supervisors see it as an inability to manage the workload (particularly if your position was previously held by someone who managed the same workload during regular business hours).

Licensed Massachusetts Non Reporting CPA since 2012
Finance/Admin/HR Manager

[OTK1995]

It is possible that your co-worker may have better technical, analytical and computer skills than you. If I have people who can find ways to take a vast load of information, compact it into something readable, tell me what my variances are, and how we can improve based on that information thus making my life 100 times easier, then of course she is going to get more responsibility, more pay, more promotions. That's a no-brainer. If after I give him/her all of this and she's still knocking it out of the park and still has time to chat, I sure as hell am not going to micro-manage her and then lose her to a more flexible company.

Instead of focusing on them, how about working on you?

[Anonymous]

“Sometimes WE see the extra hours as admirable but supervisors see it as an inability to manage the workload”

Damn supervisors and their premature assumptions. Very common in the accounting industry due to lack of proper managerial training and experience. This is also why communication and likability is very important.

Telling you guys, the accounting industry isn't as straight-forward or promising as you are made to believe as a student/young professional.

If you want to make it past a Senior/Manager level, you'll have to know a thing or two about politics and playing your cards right.

[Swatee]

Missy it could be correct that I truely lack analytical skills and which is why I wasn't able to reconcile the bank account once in 12 months and then my supervisor had to help me.I am very sure that my co worker's work load is less than mine .She does one area and all accounts related to that and all of her work can be completed in the middle of month because she needs to look at the schedules and book the entry with the current month's number.In my case most of my work is done during the close.All banks need to be reconciled than and all other entries are done during the close.My work is spread around several areas.That's why I was always short of time.

Anyways now the inportant this is to see how well I do in my new job and if the same problem persists than I truely need to work hard in order to sharpen my skills.

I think solving math problems randomly is a good way of developing problem solving skills.

[Anonymous]

Swatee, my final advice for this thread based on everything I've read, on top of your excellent accounting ability, just try to be a bit more outgoing and personable. If you have a dog, share pictures and stories about your dog with coworkers or if you went to a fun (work/family-friendly) event over the weekend, etc. If you are droning out in front of a computer and not connecting with others, it means you are the black sheep and many firms will decide to cast you out. Even if your boss says you made a mistake, don't get caught up in it or curl into a ball and stress it, you still want to be positive (you have to show it), be friendly/personable with others and “have fun” with it.

Also before asking questions, think of ways to ask questions so that others would WANT to help. Not just “hey, I'm having trouble with this bank rec…do you have a minute”…you can try opening with a bit of small talk first and then ease into the bank rec by letting them know you've already looked into what you can and still couldn't find the pesky reconciling item. Chances are in that case if they are experienced, they'll willingly give you a few suggestions or take a few minutes to help you rather than you bugging them all the time about bank reconciliations and other “easy stuff”. And then when you finally find it, have a quick laugh about it with the person who helped you.

Unless you work in a highly corporate environment where everyone is introverted and non-personable, this should be a good way to go about it.

[Swatee]

Thanks BrickellCPA I will try to socialize and work hard in my next job .

[Anonymous]

Work smarter, not harder 😉

[TommyTheCat]

Brick I run an entire department at my firm and have been in public accounting for 10 years. You clearly have no clue what you are talking about and it shows. The fact that you think “that's all it takes” to be a talented senior shows you inexperience.

A good senior is managing engagements and handling client relations and mentoring and supervising the staff below them. Copying PY workpapers and reconciling bank accounts is intern or 1st year associate work son, you know better than that. You're kidding right?

[Anonymous]

Actually I know what I'm talking about, you are just trying to nitpick my words and argue an irrelevant point. At the end of the day what you are describing is grunt work. I won't comment on your “10 years in public” statement because there's no reason this discussion should devolve into ad homs.

But if I worked for a public firm where an accountant without a CPA worked for 10 years without a license, I'll know it's probably not the place for me.

Just saying, there's a way to do things if you want the best opportunities and to get ahead. And a way not to.

[Missy]

I've worked strictly in industry for 26 years. May be a factor for someone reading this to know the credentials of those providing feedback.

Licensed Massachusetts Non Reporting CPA since 2012
Finance/Admin/HR Manager

[Author]

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