Your Best People Won’t Wait—Give Them a Clear Path Forward

One of the biggest reasons accounting and finance professionals leave? Lack of career progression. If employees don’t know what’s next for them, they’ll look elsewhere for growth opportunities—leaving you scrambling to replace them.

The solution? Map out clear career paths and create development opportunities that keep top talent engaged.

Define the Path Forward

Every finance role should have a well-defined career progression roadmap. Employees should understand exactly what it takes to move to the next level, whether that’s through technical skill development, leadership experience, or exposure to cross-functional areas.

Staff Accountant → Senior Accountant → Manager → Controller

Financial Analyst → Sr. Analyst → FP&A Manager

Tax Associate → Sr. Tax Analyst → Tax Manager

Treasury Analyst → Sr. Analyst → Treasury Manager

Beyond just showing employees a path, organizations should proactively help them get there.

Cross-Functional Exposure to Strengthen Leadership

One of the most effective ways to accelerate career growth is rotational programs that expose employees to multiple areas of finance. Instead of siloed career tracks, high-potential employees should have opportunities to gain experience across functions:

FP&A professionals working on cash flow forecasting with Treasury

Controllers gaining exposure to strategic planning and financial modeling

Tax professionals supporting M&A due diligence and structuring

This type of cross-training builds well-rounded leaders and ensures the finance function has a strong leadership pipeline. Companies that do this well develop future CFOs who understand not just financial reporting, but also planning, operations, tax strategy, and risk management.

Invest in Development

Development doesn’t stop at promotions—it requires continuous learning and skill-building. The best organizations actively invest in their finance teams through targeted development initiatives.

Certifications & Credentials

Sponsoring professional certifications, like the CPA, can greatly enhance employee expertise and job satisfaction. Covering exam fees, study materials, and providing dedicated study time demonstrates a company’s commitment to professional growth. Employees who attain these credentials not only improve their technical capabilities but also become more engaged and loyal to their organization.

Upskilling Sprints

Quarterly upskilling sprints help teams stay ahead of industry trends and evolving technologies. These short, focused training sessions can cover high-impact tools like Power BI, AI-driven analytics, and process automation. By integrating continuous learning into the work environment, organizations create a culture of innovation and adaptability. Employees who regularly enhance their skill sets are better equipped to drive efficiency and strategic insights. Providing access to hands-on workshops, online courses, and industry-led training programs ensures that learning remains accessible and relevant.

Leadership Growth Opportunities

Creating leadership roles at all levels allows employees to develop managerial and strategic thinking skills. Assigning high-potential employees to lead projects, cross-functional initiatives, or internal task forces prepares them for future leadership positions. These opportunities provide real-world experience in decision-making, communication, and team coordination. Organizations that prioritize leadership development ensure they have a strong internal pipeline of talent ready to step into key roles. Encouraging employees to take on leadership responsibilities early in their careers fosters a proactive and engaged workforce.

Executive Mentorship & Coaching

Providing mentorship and coaching is a critical strategy for accelerating career growth and retaining top talent. High-potential employees thrive when they have direct access to senior leaders who can offer guidance, industry insights, and career advice. Mentorship fosters strong professional relationships, helping employees navigate challenges and seize new opportunities.

Bottom Line: If you want to keep your best people, show them what’s next.