TaxForce Inc.’s Post

I've read recently about one firm's summer bonuses for associates. That's one approach to try and keep associates around. I believe in another. Giving time. Time for family, time for yourself, time for your non-work passions. For example, if any associate I work with his on vacation, I have a strict rule: I will not interrupt the vacation. Time away should be spent reconnecting with those you love and what you love. Even a few minute interruption can materially impact that time. If you let associates truly get away, they come back happier, more refreshed, more appreciative, and more committed to the firm. They come back better people and better lawyers. Oh, by the way, when they do that, they win more and get paid more. So ultimately they win in every way.

𝗢𝗽𝗲𝗻 𝗹𝗲𝘁𝘁𝗲𝗿 𝘁𝗼 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹𝘀. 1% of the 1%. Look, as you put in the hours into your craft, DAILY, the distance between you and your peers will become obvious in 2years, extremely obvious in 5years, dangerously obvious in a decade, at that time, it will almost become impossible for them to catch up with you given that you won’t be naive enough to stop doing the exact same rituals that has brought you this far. At this point, your only competition will be yourself. Within a decade of insistent practice , it is possible to rise phenomenally to the top of any field no matter how challenging it is, but there is usually a price to pay to become extremely competitive . Becoming 1% of the 1% is not a gift, it is a reward of consistent deep practice every day over many years. And yes, it doesn’t happen by chance, you need to intentionally work towards being at the top of the chain, you have to be clear why you’re putting in the hours and you must reminding yourself that the goal is to be about 1% of the 1%. Now, this message is not necessarily for everyone. For some people, they just want to be good enough to get a paycheck. For some of us, the ball game is completely different. I’m writing for those people. With faith and determination, BABATUNDE, Ibukun.

To say I could cry from happiness right now is an understatement. At Vedder Price, our Labor & Employment group annually releases a mid-year round up that encapsulates our most-read articles and blog posts, focusing on what is most important to our clients. This year, I had the honor of co-authoring two articles—one with Libby Hall and the other with Michelle Olson. Both of these articles were highlighted as the Top Most Read Articles for 2024! When I opened the digital booklet, I almost fell out of my chair! No words can adequately express how grateful I am and how much joy this recognition brings to my heart. Not too shabby for a First-Generation student who learned English as her second language. From the age of five, I knew I would become an attorney, and every day, my goal is to make that younger version of myself proud. Thank you, Vedder Price and our L&E group for providing me the platform, mentorship, and resources to make this possible! To view the L&E June 2024 L&E Mid-Year Round Up, please click this link: https://lnkd.in/gX35THiR . #VedderPrice #FirstGen #LatinasInLaw #Labor #Employment #Marketing #Attorney

At 21, on the day of my college graduation, I received a sobering reminder in the form of certified mail: a non-compete agreement I had signed as an intern. This document essentially barred me from seeking employment with another software company in Wilmington, NC. The recent news of the FTC's ban on such agreements fills me with optimism. Non-competes have long been a thorn in the side of job seekers, stifling mobility and limiting opportunities for growth. But now, there's hope for change. It's high time for companies to realize that true talent retention isn't achieved through legal restraints, but rather through a genuine investment in their employees. Competitive pay, recognition for hard work, and avenues for skill development are what truly keep top performers engaged and loyal. This shift opens up exciting possibilities. Without the crutch of non-competes, companies will be forced to get creative in how they attract and retain talent. From innovative training programs to mentorship initiatives, the landscape of employee development is ripe for transformation. So here's to a future where talent isn't confined by legal red tape, but set free to explore new horizons. It's a win-win for both employees and employers alike, ushering in an era of growth, innovation, and opportunity.

Have you ever heard about the Two Year Rule? Its a little rule of thumb that Alan often talks about. Our careers are typically ~30 years in length. Within those 30 years, there are 15 two-year "sprint" intervals. Are you making the most of your "Two Year Sprint"? For ambitious professionals, who are looking to grow in title and compensation, it's important not to get stale in a role. Always be seeking change and growth. It could be moving UP via a promotion or gaining more scope Or it could be moving OVER into a function or region of unfamiliarity But if you are not able to move UP or OVER at your current employer, it might be time to get the hell OUT. Remember, that contract you signed: we are all employed at will. And if our current company is not supporting our career growth, then it's a clear signal to exercise our will and pursue greener pastures. PS: If you liked the brief conversation between Dominick and Alan below, join Alan later this week where he and the Kadima Careers will share how to land that new, better job. 🚀https://lnkd.in/e8g_bkbN #internalmobility #promotions #ownyourcareer

My [first] four years at TaxDome Last week marked my work anniversary, and it feels like a great time (besides the quarterly cross-reviews) to reflect on how things have evolved and what has stayed consistent. When I joined TaxDome four years ago as the first SL2 specialist, it was a completely different company—about 10x smaller—and my responsibilities kept shifting and expanding week by week. Now, I manage a team of ten-ish people and focus on completely different aspects of the work. But what drew me to TaxDome from the start—and what continues to make me love working here—are: - The product: I genuinely believe in it. It's important for me to be part of something that truly impacts people and helps them improve their businesses, client relationships, and day-to-day organization. - The culture: I love the people I work with (well, most of them). I share the values of openness, productivity, ethics, and self-organization. We're not just a group of individuals, but a team of professionals who have each other’s back. That sense of unity, striving toward a common goal, is something I deeply appreciate. - The growth opportunities: I’ve learned so much over these years and continue to learn every day—whether it's new hard skills or refining my soft skills. Every challenge, project, difficult conversation and workshop organized by our L&D team has contributed to my growth. This year has been particularly transformative for me, and the journey isn't over yet. One lesson that sticks with me comes from something Ilya Radzinsky, CFA, shared with me around two years ago: it's about moving things forward. As someone in tech support, you're often the go-to person who knows how to help in any situation, and while it can be overwhelming at times, it’s essential. One day, I was asked something outside my expertise and responded, “That’s not my job.” Ilya reached out to explain that this kind of answer doesn’t help the company move forward or keep the wheels turning. Since then, I've made it my responsibility to push things forward, even if it’s not directly my area. I’m grateful to be part of a company with a culture like this, and I’m proud of what I contribute to keep the wheel turning. Thank you, TaxDome. I'm excited for the challenges and opportunities still to come.

At BenefitsAlly.com you can search hundreds of 3x3x3 Challenges by keyword, including the latest video on Airbo Virtual Benefits Fair!

💔 When Efforts Feel Like They’re in Vain 💔 It's disheartening when you put in countless hours, energy, and dedication into helping a company grow, only to feel like it’s all gone unnoticed and unrewarded. I've always believed that hard work speaks for itself, but lately, I’ve realized that sometimes, no matter how much you give, it can feel like it’s not enough. I've invested so much into my work, driven by the desire to see real progress and success for the company. But when recognition and fair compensation don't align with the effort put in, it makes you question whether it's all worth it. This is a tough realization, but it’s also a reminder that we all deserve to be valued for the effort we bring to the table. Moving forward, I’ll be reflecting on how to ensure my work and worth are aligned in the right place. Sometimes, it’s not just about working hard—it’s about working where you’re appreciated. #Disheartened #EffortsInVain #Reflection #KnowYourWorth #CareerJourney

Jennifer Wold, managing partner in Virginia, was quoted in a recent article by Virginia Business examining how accounting firms are addressing the persistent workforce shortage. Wold noted that the profession is prestigious yet sometimes misunderstood, especially by young people. She credited the firm's national momentum, stepped-up recruiting efforts, and personal connections on campuses for attracting early career talent—including a record class of interns and new associate hires this spring. Read more. #Accounting #Recruiting

For 2023 Power of Change honoree A'Shira Nelson, CPA, tax manager & director at Wellspring Financial Advisors, continued learning and taking risks have been significant driving forces in her career. “Every time I have done things that scared me, there were bigger opportunities waiting for me,” she said. Learn more about A’Shira, including her experience with mentorship and how she makes it a priority to help younger colleagues and interns, at the link below. ⬇ https://lnkd.in/gsXdgA73