INNOVATION
Providing connection and calm When the coronavirus arrived, CPA firms had to develop new ways to show their employees that their wellness and mental health were important. These three firms tackled the challenge head on with innovative employee outreach. BAKER TILLY
DHG
Tysons
Multiple offices in Virginia: Chesterfield, Norfolk, Richmond Tysons
Jaime Westerfeld, senior manager of people solutions Promoting wellness: The Silver Linings Collection has multiple programs and resources for team members. The “Silver Line-up” is a carefully curated lineup of digital events and timely articles designed to improve the total mind, body and spirit wellness of team members and their families. Events included yoga and meditation, trivia nights, comedians, cooking classes, fitness activities, sing-alongs for children and more. Fostering connection: The firm encouraged local offices and teams to stay connected in the ways that made the most sense for them. Some had virtual working sessions to replicate in-person conference rooms via Zoom. The Baker Tilly CEO hosted monthly livecasts with employees and the D.C. market had monthly “connect” calls to share good news, provide firm updates, showcase great work and recognize team members. Asking for feedback: Baker Tilly asked employees for feedback as they approached a year of remote work and discovered “an overall theme of gratitude and appreciation,” Westerfeld said. “One team member commented how, despite the challenges and unknowns of the last year, Baker Tilly had still provided them with career growth opportunities, and they appreciated the sense of positivity and transparency.” Future support: Baker Tilly learned what worked over the past year and will continue evaluate and provide a wellness program with offerings that support the whole self.
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DISCLOSURES
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SUMMER 2021
Jana Panneton, human resources manager Easy info access: The DHG intranet contains a COVID site — a one-stop-shop for all employees for all things COVID-related. The site emphasizes health as a top priority and contains many resources for employees around both mental and physical health and well-being. Solutions to promote life and work: A program DHG had in place before the pandemic proved useful. “Energy for Life” sessions on energy management were given to all employees as a part of their annual learning requirement. The firm also offered a benefits suite of solutions like backup dependent care, concierge caregiver support, a robust employee assistance program including online counseling sessions, virtual doctor’s visits, a health and wellness program, access to a meditation app, and financial planning and coaching. Maintaining connections: DHG had regularly scheduled, transparent communications from leadership; meetings among individual markets, service lines and industry groups; and many other opportunities to connect like Zoom coffee chats, trivia nights, Pictionary, step challenges, fantasy football leagues, workouts and more. Discussion groups on serious topics like mental health and diversity and inclusion were also offered. Planning for the future: The firm will continue its Life-Work Solutions suite of benefits, which has been a huge success among employees. “Hey, life happens, and our employees are people with families and varying obligations and responsibilities,” Panneton said. “The more we can support them in their full and complete lives, the better. Our people are our most valued asset!”
