How to Retain Part Qualified Accountants and Support Their Progress
Part qualified accountants bring energy, ambition and enthusiasm to a finance team. They are often technically capable, eager to learn and keen to prove themselves. With the right support, they become key cogs in the team, often introducing ideas that improve processes, strengthen systems and drive performance.
But they are also in demand. At this stage in their career, they have options and many are already being approached regularly by recruiters. That is why retention is just as important as hiring the right person in the first place.
One of the most important things leaders can do is remember what it felt like to be at that stage. How frustrating it was to feel unheard, to be stuck doing repetitive tasks, or to have no idea what the bigger plan was. We hear this regularly from part qualified candidates. They want to contribute, they want feedback, and they want to understand the direction of the team.
If you can create that environment, they are much more likely to stay and grow with you.
1. Go Beyond Study Support and Offer Flexibility
Funding exams is essential, but flexibility makes the real difference. Paid exam leave, understanding during revision periods and a team culture that encourages learning all help reduce stress and build loyalty. It also leads to better performance on the job.
2. Make Career Conversations Routine
Part qualified professionals do not expect a promotion immediately, but they do want to understand what the future might look like. Even informal conversations about progression, recent team success stories and goals for the next 12 to 24 months give them clarity and direction.
These conversations help people picture their future with you, which means they are far less likely to start looking elsewhere.
3. Get Them Involved
Too often, part qualified accountants feel stuck doing repetitive tasks. Give them exposure to budgeting cycles, project work or management meetings. Let them learn from qualified colleagues and understand how their role connects to wider team objectives.
These experiences make the role more meaningful, boost confidence and accelerate development which are all things that matter to ambitious people.
4. Encourage Broader Business Exposure
Our research shows that many finance leaders spent time outside core finance roles, whether in procurement, operations, or other functions. Even early on, giving part qualified accountants opportunities to work across departments can open their perspective and improve their commercial awareness.
Encourage collaboration with non-finance teams or involve them in cross functional projects. Let them see how finance connects to the wider business. It promotes a business partnering mindset early and builds the kind of commercial awareness that senior finance leaders need later in their careers.
5. Develop Emotional Intelligence and Communication Skills
Technical knowledge alone is no longer enough. Soft skills like listening, communicating clearly and building relationships are becoming more important than ever. In fact, leaders in our survey rated strategic thinking, empathy and collaboration as essential for future progression.
Create environments where part qualified staff can develop these skills. Invite them to team discussions, involve them in presentations, and give space for their ideas to be heard. Encourage mentoring or shadowing arrangements that build confidence in interpersonal settings. You are not just developing an accountant, you are growing a future leader who can influence, challenge and drive change across the business.
Final Thought
Part qualified accountants are a long-term investment. If you get it right, they will not only stay with you, but they will also grow into your future finance managers, business partners and leaders. Supporting them now with flexibility, involvement, visibility and development is what unlocks that potential.