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Aviation Advisory
Our dedicated Aviation Advisory team bring best-in-class expertise across modelling, lease management, financial accounting and transaction execution as well as technical services completed by certified engineers.
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Consulting
Our Consulting team guarantees quick turnarounds, lower partner-to-staff ratio than most and superior results delivered on a range of services.
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Business Risk Services
Our Business Risk Services team deliver practical and pragmatic solutions that support clients in growing and protecting the inherent value of their businesses.
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Deal Advisory
Our experienced Deal Advisory team has provided a range of transaction, valuation, deal advisory and restructuring services to clients for the past two decades.
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Forensic Accounting
Our Forensic and Investigation Services team have targeted solutions to solve difficult challenges - making the difference between finding the truth or being left in the dark.
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Financial Accounting and Advisory
Our FAAS team designs and implements creative solutions for organisations expanding into new markets or undertaking functional financial transformations.
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Restructuring
Grant Thornton is Ireland’s leading provider of insolvency and corporate recovery solutions.
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Risk Advisory
Our Risk Advisory team delivers innovative solutions and strategic insights for the Financial Services sector, addressing disruptive forces, regulatory changes, and emerging trends to enhance risk management and foster competitive advantage.
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Sustainability Advisory
Our Sustainability Advisory team works with clients to accelerate their sustainability journey through innovative and pragmatic solutions.
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Asset management Asset management of the futureIn today’s global asset management landscape, there is an almost constant onslaught of change and complexity. To combat such complex change, asset managers need a consolidated approach. Read our publication and find out more about what you can achieve by choosing to work with us.
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Internal Audit Maintaining Compliance with New EU Pension Directive IORP IIOn 28 April 2021, the Irish Government transposed IORP II (Institution for Occupational Retirement Provision), an EU directive on the activities and supervision of pension schemes, into law.
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Risk, Compliance and Professional Standards FRED 82 – Periodic Updates to FRS 100 – 105The concept of a new suite of standards for the UK and Ireland, aligning with international financial reporting standards, was first conceived in 2002
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Audit and Assurance Auditor transition: how to achieve a smooth changeoverAppointing new auditors may seem like a daunting task that will be disruptive to your business and a drain on the finance function. Nevertheless, there are a multitude of reasons to consider a change, including simply seeking a ‘fresh look’ at the business.
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Corporate Tax
Our Corporate Tax team is made up of more than 40 highly experienced senior partners and directors who work directly with a wide range of domestic and international clients; covering Corporation Tax, Company Secretarial, Employer Solutions, Global Mobility and Tax Incentives.
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Financial Services Tax
The Grant Thornton team is made up of experts who are fully up to date in terms of changing and evolving tax legislation. This is combined with industry expertise and an in-depth knowledge of the evolving financial services regulatory landscape.
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Indirect Tax Advisory & Compliance
Grant Thornton’s team of indirect tax specialists helps a range of clients across a variety of sectors including pharmaceuticals, financial services, construction and property and food to navigate these complexities.
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International Tax
We develop close relationships with clients in order to gain a deep understanding of their businesses to ensure they make the right operational decisions. The wrong decision on how a company sells into a new market or establishes a new subsidiary can have major tax implications.
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Private Client
Grant Thornton’s Private Client Services team can advise you on all areas of financial, pension, investment, succession and inheritance planning. We understand that each individual’s circumstances are different to the next and we tailor our services to suit your specific needs.
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In response to the changes, some organisations have advanced their capabilities to be more flexible and developed a hybrid working policy while others have implemented new processes and technologies to facilitate change.
But what about the employees’ response to these changes in the past number of years? There is a significant global shift in the labour market, with employees in the driving seat and employers chasing their talents, offering various packages to entice them to join. The ’great resignation’ is a term that emerged in the workplace in 2021. There have been recent studies into employees’ decisions to leave their current job for employment elsewhere.
As an employer it can be difficult in the current climate to maintain a workforce and reduce employee churn. So, how can we contend with the drivers of this great resignation period and retain employees in the long term? Looking at some of the key reasons for resignations can shed some light on how we can react now and prevent in the future.
The value of feedback
When feedback is sought and no changes are made, this can cause employees to become disengaged over time and choose to look for another job. Employers can’t action every suggestion that employees make, but encouraging feedback and more importantly listening to this feedback can have a significant impact. Analysing the feedback can also reveal parallel suggestions. Tackling common changes noted by employees acknowledges they have been heard. Issuing anonymous surveys or conducting a Net Promoter Score (NPS) review can provide the ‘as is’ viewpoint from employees, and also an understanding of what they would perceive as the ultimate ‘to be’ for the organisation. As the feedback is anonymous it creates an opportunity for employees to be honest, without the fear of the employer knowing it was their personal contribution.
The importance of recognition
The feeling that you are valued for your work and commitment can carry weight for an employee and impact their job satisfaction. Often it is not just the monetary value placed on the work, it is also important that that employers recognise the level of effort the individual has made, and in fact this can be more beneficial.
Invest in employee growth
Consider ways in which an employee can develop their career within the organisation. They can gain valuable experience on the job, that contributes to their career aspirations and their performance. A mentoring programme, further education opportunities, or internal training programmes can offer growth opportunities for employees at all levels.
These considerations are positive actions organisations can undertake to address the root causes of employee turnover and help retain their skills and talent for the future, with hopefully many more want to stay than go!