State of the Market Q&A with Industry Veteran, Brooke Fisher
What are the greatest challenges your CFO and Controller clients are facing right now?
Uncertainty in the market and how that’s going to affect their teams, particularly those that may have already been running below headcount. Many organizations’ rapid growth just suddenly stopped, but they still have 3-4 open roles on their team. Now, they are afraid to fill the roles or don’t even know if they can hire. It’s a challenging place to be in.
In these situations, I advise my clients to consider a consultant: someone with a lot of experience who can hit the ground running and provide support. These are experienced professionals who have navigated down markets and challenging business conditions.
When you think of a high-performing team, what does that look like?
An organization that has a track record for internal growth, where they pay attention on a regular basis to their employees’ career goals and interests. They pass down opportunities for new duties and responsibilities, even if someone’s role or title can’t change. High performers are used to being given challenges and access to new things on a regular basis; the high performing teams I work with proactively provide growth and opportunities for their professionals.
Do you have a particular client that you feel is really good at attracting and retaining a diverse work force?
I have a couple of clients who do this well. Their success comes from having an intentional hiring process. It also includes giving all employees the ability to express where they want to go in their careers and looking 2 steps ahead, making sure those opportunities are available internally so they can retain the talent.
When they go through the performance review process, it’s not just about meeting expectations from the previous year. It’s also about understanding what other areas the employee has been exposed to, what they are interested in, and where they’d like to take their careers. These clients see their current talent and know where they fit into the organization as their skills grow so they can develop them into future leaders. This seems to level the playing field for everyone to pursue the path they want. It also creates opportunities for those who wouldn’t normally advocate for themselves, or perhaps would feel discouraged in doing so, to discuss their goals and ambitions, knowing they are supported in that growth and are heavily encouraged in doing so.
What advice would you give an organization that recently went through a layoff?
Layoffs are a tough time for any organization, but you want to remember to take care of those employees who remain. 1:1 communication is key. Each department leader should sit down with employees individually to quell their nerves and reassure their position with the organization. If possible, provide context around layoffs and remind employees that the organization has navigated tough times in the past and that leadership is ready to manage through the current economic challenges.
Uncertainty in the market and how that’s going to affect their teams, particularly those that may have already been running below headcount. Many organizations’ rapid growth just suddenly stopped, but they still have 3-4 open roles on their team. Now, they are afraid to fill the roles or don’t even know if they can hire. It’s a challenging place to be in.
In these situations, I advise my clients to consider a consultant: someone with a lot of experience who can hit the ground running and provide support. These are experienced professionals who have navigated down markets and challenging business conditions.
When you think of a high-performing team, what does that look like?
An organization that has a track record for internal growth, where they pay attention on a regular basis to their employees’ career goals and interests. They pass down opportunities for new duties and responsibilities, even if someone’s role or title can’t change. High performers are used to being given challenges and access to new things on a regular basis; the high performing teams I work with proactively provide growth and opportunities for their professionals.
Do you have a particular client that you feel is really good at attracting and retaining a diverse work force?
I have a couple of clients who do this well. Their success comes from having an intentional hiring process. It also includes giving all employees the ability to express where they want to go in their careers and looking 2 steps ahead, making sure those opportunities are available internally so they can retain the talent.
When they go through the performance review process, it’s not just about meeting expectations from the previous year. It’s also about understanding what other areas the employee has been exposed to, what they are interested in, and where they’d like to take their careers. These clients see their current talent and know where they fit into the organization as their skills grow so they can develop them into future leaders. This seems to level the playing field for everyone to pursue the path they want. It also creates opportunities for those who wouldn’t normally advocate for themselves, or perhaps would feel discouraged in doing so, to discuss their goals and ambitions, knowing they are supported in that growth and are heavily encouraged in doing so.
What advice would you give an organization that recently went through a layoff?
Layoffs are a tough time for any organization, but you want to remember to take care of those employees who remain. 1:1 communication is key. Each department leader should sit down with employees individually to quell their nerves and reassure their position with the organization. If possible, provide context around layoffs and remind employees that the organization has navigated tough times in the past and that leadership is ready to manage through the current economic challenges.
Brooke Fisher brings more than 20 years of financial recruiting expertise to your search. She has worked with both candidates who have just a few years' experience and Chief Financial Officers to match the best candidates to the perfect companies. Brooke's expertise is in mid to large-sized companies in the telecommunications, manufacturing, financial services, and real estate industries. Email her at bfisher@andrewscole.com
Andrews & Cole is a certified woman-owned boutique executive search and consulting firm with a focus on accounting and finance professionals. Clients range from start ups to Fortune 100 in nearly every industry.
Andrews & Cole is a certified woman-owned boutique executive search and consulting firm with a focus on accounting and finance professionals. Clients range from start ups to Fortune 100 in nearly every industry.
