According to Big Four firm
At Rudler PSC, we are deliberate with the culture to ensure the success of the firm. When employees feel appreciated and respected, their work and relationships with clients flourish.
Here's how our team has created an award-winning culture that has helped the firm grow over the past 55 years.
Make busy season into fun season
Our Engagement Committee works hard to keep morale high on long workdays and make the busy season enjoyable. Each year the group hosts a variety of in-person and virtual contests, like bingo and scavenger hunts, and awards winners with gift cards. In addition, get-togethers are held to celebrate life events such as weddings and baby showers.
The Engagement Committee also hosts pop-up events like a coffee bar in the morning to kick off tax season and ice cream socials once the weather warms up, March Madness Fridays, and Cincinnati Reds Opening Day spirit wear celebrations. Rudler routinely provides firm lunches, end-of-tax season and summer picnic celebrations for employees, and family fun days throughout the year. We include remote employees by sending them gift cards to use at local businesses and fly them out for larger group gatherings and initiatives.
Additionally, Rudler leadership sets a limit on the number of hours we expect team members to work during tax season. We don't believe in 70- or 80-hour work weeks. We want our team members to show up, ready to do great work for our clients and not get burnt out for three to four months of the year.
Remind your people of their value (often)
But culture isn't all about the free food and games. It's about letting your employees know that they, and their time, are valued.
One recent initiative the leadership team implemented was increased staffing for tax season, which helped to alleviate some of the stress on the team and reduce the number of hours individuals worked during the busy season. We did this by leveraging co-ops from local universities. It's a win-win situation for everyone — college students get to learn from experts in the field firsthand, and we get additional help during our busiest time each year.
Rudler has a long history of co-ops not only staying on as full-time staff members after they graduate but growing into leadership roles. Four of our seven shareholders started their careers here, and of the four, two started as co-ops, including myself.
Everyone's opinion matters
Our younger staff are invited to participate in our yearly strategic planning exercise we host every summer. Two years ago, one of our younger team members confided she feared she would be bored during the meeting, only to come away feeling more engaged and energized after being able to talk about the firm's long-term goals.
Not only are they invited to participate, but they are also encouraged to actively be part of building the future of the firm. When their ideas are shared, the leadership team takes the time to seriously consider them.
While some firms only take into consideration the ideas of leaders or members of the team with extensive experience, we know that everyone has a unique perspective and anyone can make a major impact on the culture of the firm, the way it's run or the processes we implement.
It's all about the people
These are the opportunities we strive to create, which in turn guarantee that the service we provide to our clients is second to none. The whirlwind of the past three years makes it easy to lose sight of all we've accomplished, but it is important to take the time and acknowledge what's been achieved.
Accounting firms, and other businesses in general, tout their culture. However, the people at an organization are what truly make it a unique and desirable place to work with and for. Our amazing staff always goes above and beyond to help each other, the clients and the community, which differentiates the firm from the pack. It's also what makes Rudler a top place to work and a hard place to say goodbye to.
