How to Create Successful Career Development Plans in Your Accountancy Practice
20 May, 20251-2 minutes
In this blog, you will learn:
- The benefits of a career development plan in accountancy practices.
- How to create a successful career development plan in your accountancy practice.
- More about our accountancy recruitment services to help you recruit for niche roles for your practice.
Across the accountancy profession, demonstrating a commitment to upskilling employees is crucial and a strong career development plan can help to give accountancy practices a competitive edge.
According to a survey by Spencer Clarke Group, when asked which perk is most important, 30% of accountancy professionals said opportunities for career development mattered most to them.
With career progression a priority for accountancy professionals, practices must act to support development, adapt to changing expectations and attract and retain outstanding professionals.
What’s more, the Association of Chartered Certified Accountants (ACCA) requires members to complete a minimum of 40 units of Continuous Professional Development, equivalent to 40 hours of learning relevant to the job role each year. Accountancy practices who support the career development of their employees are likely to reap the rewards down the line, thanks to developing a highly skilled workforce.
In our latest blog and with insights from a Senior Accountant, you’ll discover how to create successful career development plans in your accountancy practice.
The benefits of a career development plan in accountancy practices
In the evolving world of technology, data and Artificial Intelligence (AI), the accountancy sector is in need of continuous professional development to ensure professionals are equipped with the skills needed for modern accounting challenges.
According to the UK Accountancy Sector Outlook Report, over 75% of practices have seen their technology spending increase year on year and 15% admit they are not adapting to technological advancements well.
By creating a career development plan that prioritises the skills that accountancy professionals need, practices can deliver the best service possible to clients and improve their businesses chance of success.
Beyond technological advancements and trends, a career development plan ensures your accountancy practice equips professionals with the right training and confidence to handle complex tax updates and provide accurate, strategic advice to clients.
One Senior Accountant with seven years experience said, “With new tax rules, changes in the accounting standards and notes and disclosure requirements in the financial statements emerging, it is crucial for professionals to stay updated and compliant.”
Continuous development offers numerous benefits including clear career paths and higher earning potential, which can turn good Accountants into future leaders by preparing them for increased responsibilities.
Facilitating continuous professional development prepares accountancy professionals for the dynamic changes ahead which can improve job satisfaction while positively impacting retention.
How to create a successful career development plan in your accountancy practice
Methods to create a successful career development plan in your accountancy practice, include:
- Address skills gaps and improve performance.
- Offer career development courses.
- Collaborate on the plan.
- Embrace trends in the sector.
Address skills gaps and improve performance
For a career development plan to really work, accountancy professionals need genuine opportunities to use their skills, take on new challenges and keep learning. If major skills gaps and areas for improvement aren’t recognised and tackled early on, both individual growth and business performance can suffer.
Upskilling and reskilling existing employees by improving technical competencies, soft skills, or industry-specific knowledge, can give practices the best chance of achieving steady growth and long-term success. Ensuring that your employees possess the skills, knowledge and experience to meet evolving demands, means they can take on greater responsibility and develop their career within the business.
Upskilling and reskilling existing employees can be a cost-effective way of building the skills your organisation needs while, at the same time, improving employee engagement and boosting job satisfaction and employee morale.
Offer career development courses
A successful career development plan should be ongoing, diverse and intentional, offering continuous professional development and multiple opportunities for professionals to enhance and refine their skills.
Professional development courses, training sessions and workshops are excellent components of a career development plan as they can enhance skills such as critical thinking and proficiency in accounting software.
A Senior Accountant said, “When employers provide professional development courses as part of their employment offerings, it fosters a mutually beneficial environment. Employees gain valuable skills and knowledge, which they can apply to their work with clients which will benefit the organisation.”
Whether it’s through courses, training sessions or workshops, professional development can take many forms and should be tailored to each role. For example, Bookkeepers may benefit from double-entry bookkeeping courses, Accountants from strategic financial planning training and Partners from leadership development programmes.
Collaborate on the plan
For a career development plan to be successful and fulfil its purpose, it’s essential that accountancy professionals are actively encouraged to contribute their own ideas and identify areas where they believe further development would be most beneficial.
A Senior Accountant said, “In my opinion, it’s crucial for employers to embrace this forward-thinking approach by not only offering Continuous Professional Development opportunities but also collaborating with employees to create tailored development plans.”
A workplace culture of collaboration can improve relationships and teamwork skills between colleagues and foster a positive environment. It also means that plans are personalised to individual skill and development needs.
By being proactive and strategic when creating career development plans, both employers and employees can look forward to and experience mutual growth and success.
Employers that are involved in and advocate for career development, can encourage contributions and a shared sense of purpose. Together with employees, they can identify career and skill development needs, set goals and plan how to achieve them.
Embrace trends in the sector
With the digital age fundamentally transforming accountancy and pushing it beyond traditional tasks, it's important that employers adopt a forward-thinking approach to career development.
According to the Institute of Chartered Accountants in England and Wales, career development in accountancy practices will be shaped by increasing demand for data analytics, the rise of Artificial Intelligence (AI) and emphasis on business partnering.
Technology is constantly changing and improving which means accountancy practices need to keep up with the latest tools and software that can streamline workflows, automate tasks and enhance data analysis.
Using trends to guide and set new goals based on upcoming shifts in the accountancy sector allows for more emphasis on technological skills in data analytics, cybersecurity and Artificial Intelligence. The UK Accountancy Sector Outlook Report found that over 30% of accountancy practices are already using AI with many adopting AI and automation for efficiency and growth.
Training staff on advances in technology and how to utilise Artificial Intelligence can lead to greater efficiency and accuracy for practices and employees with a broader range of skills.
Discover what Accountancy & Finance professionals are looking for in a job
As a specialist accountancy and finance recruitment agency, we understand how to support accountancy practices and private sector businesses in their mission to attract, engage and retain the best talent.
After conducting extensive research with accountancy and finance professionals, we compiled the What Accountancy & Finance Professionals Are Really Looking for in a Job in 2025 report.
The report delves into the key factors shaping job preferences and expectations within the industry and uncovers topics such as preferred salary, perks, benefits, work flexibility and work culture.
Read the full What Accountancy & Finance Professionals Are Really Looking for in a Job in 2025 report here.
Accountancy recruitment services
As specialist accountancy recruiters, we support practices nationwide with their permanent recruitment needs.
Whether you’re searching for a tax, audit or payroll specialist, we will help you to find whoever you need to make your practice thrive.
If you’re struggling to fill a vacancy, why not get in touch with Management Consultant Lauren Bailey on 01772 954200 to see how we can help?
Accountancy jobs
If you’re searching for your next accountancy job, why not take a look at the latest vacancies, or simply upload your CV to be notified when a relevant position becomes available.
Meet Lauren Bailey
Who is Spencer Clarke Group?
Established in 2017, we’re an award winning and progressive recruitment agency based in the heart of the North West. Our reputation is built on trust, expertise and an unwavering commitment to exceed expectations.
In 2024, we were named Recruitment Agency of the Year at the prestigious Recruiter Awards, an accolade we are extremely proud of.
We operate in two sectors:
In eleven specialisms:
Healthcare, Social Care & Nursing
Corporate Functions & Business Support
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