Evolving Corporate Culture

Dear Colleagues,

As we continue to grow our footprint and elevate our presence in China and newer Asia markets, you will find that MarcumAsia is also evolving our corporate culture internally. We are immensely proud of our outstanding team and the job that you do for our clients and our firm, and we are committed to building a culture of transparency and fairness that enables every team member to feel recognized and to thrive in their professional journey.

This will take shape in a variety of ways over time. This newsletter is one example. It is part of our new priority on creating an environment of open communication between staff and management.

Another example is our new Town Hall meetings, which debuted in September. The Town Hall meetings are an opportunity for senior management to share updates about the firm’s performance and future plans, and for staff to ask questions and raise issues of concern.

We understand that some of you may have been hesitant to speak freely at the first meeting – it is still a new experience for all of us! – but we are hopeful that more people will actively participate in future meetings. We want to hear what is important to you. In fact, we are counting on it!

Just as important, we want you to know that you can count on us as well. We will stand by our promises. We pledged that all past-due bonuses back-logged under prior management would be paid out by year’s end, and that has now been completed. To ensure that bonuses are managed fairly and timely going forward, our new bonus system is set to roll out in the new year. In addition, performance reviews are well underway, and while they have taken a bit longer to complete than originally projected, additional promotions will be announced January 2. We greatly appreciate everyone’s patience and support as these new systems are implemented.

As 2024 comes to a close, we have great expectations for 2025. With your collaboration, we are looking forward to the best year yet for our team and our firm. There is nothing we can’t accomplish together.

Thank you all for all that you do, and for setting the standard for professionalism and excellence in our industry. It is our pride and privilege to work with you.

With the very best holiday wishes for you and your families,

Sincerely,

Neil & Drew

Thanks: Giving and Receiving 

2140

Messages to

180

Team Members 

A whopping 2140 thank you messages from across the firm were sent and received in MarcumAsia Giving Thanks event. Each one is a personal acknowledgement of the value of someone else’s superior work and an expression of gratitude for their collaboration. Way to go, team!!!

Call for Content Contributor

The Marketing Department is forming a Content Contributor Group to help elevate our marketing efforts and ensure diverse perspectives from across all regions. This new group of creative minds will help generate impactful content for our website, brochures, pitch decks, and social media channels.

At least one team member from each MarcumAsia office will be selected. If you are interested, contact Andrea Cheng by Dec. 31.

Buckle Up for Busy Season!

Admin support is ready

Busy season is the most stressful time of the yearfor most of us. But while there is no getting around filing deadlines, client juggling, and the inevitable last-minute information-chasing that comes with the territory, the Administration Department is ready with a variety of stress-relievers to help everyone through the rough spots.

• Periodic catered lunch (surprise!)
• Afternoon refreshments
• Friday game session (based upon participation)
• Weekly badminton and soccer (based uponparticipation)
• Monthly birthday celebrations
• Administrative assistance for lunch ordering(reporting months)

A Journey of Faith, Motivation, and Teamwork
Rong Liu, Senior Partner, NY Office

When I look back at the early years of my career, I can vividly remember the challenges of my first busy seasons as a young auditor. I started at Deloitte's Texas offices, and like many new professionals, I felt an overwhelming sense of anxiety. The long hours, tight deadlines, and steep learning curve made me question whether I was cut out for the job.

During that time, my faith became a cornerstone of my strength. l've always been known as a man of faith, and I found myself visiting church regularly. My faith provided a sense of calm amidst the storm—it gave me perspective and the belief that I could persevere no matter how difficult things became.

Motivation was another driving force that kept me going. I was in the process of petitioning for my green card, which added a unique pressure. It wasn't just about the job; it was about staying in the U.S. and building the future I had planned. I knew that working hard was my only option-failure wasn't on the table. That sense of purpose pushed me to show up every day and give my best effort.

As a young auditor, I was keen to learn and grow. I asked questions—a lot of questions.

Whenever I encountered something I didn't understand, I didn't hesitate to ask for clarification.
I was fortunate to have a supportive team around me. My senior, supervisor, and coach were patient and generous with their guidance, always taking the time to explain processes and concepts that I struggled with. Their mentorship was invaluable.

Looking back, I realize how important the team dynamic was in helping me navigate busy season. It's incredibly challenging for anyone to get through those intense months alone. But being part of a team that valued open communication and fostered a culture of support made all the difference. Having colleagues who were willing to guide me, share advice, and encourage me during tough times turned the anxiety into a shared challenge-and eventually, a shared success.

To this day, I carry those lessons with me: the importance of faith, the power of motivation, and the value of a strong, supportive team. Busy season taught me resilience, but it also showed me the strength we gain when we lean on each other.

• Standard Promotion Date: The annual promotion date is fixed for October each year. The evaluation period spans from June 1 to May 31 to cover a full busy season, providing a comprehensive view of an employee’s performance.

• Three-month Standard Process: The three-month period is necessary for completing multiple rounds of evaluations. Each round involves collecting and organizing feedback, which requires significant effort from both evaluators and HR, given the large volume of data and participants. 

• Preparation Time: October allows adequate time for preparation. Team leads, coaches, and other levels of management need time to assess performance thoroughly. HR must collect evaluations, coordinate discussions among leadership, conduct evaluation meetings, and schedule calls with employees to communicate outcomes.
  
  
• Clarification for This Year: While the evaluation process started earlier this year (on May 31), the promotion date remains October 1, consistent with previous years. This has led to some misunderstanding among colleagues, but the process itself remains aligned with our annual cycle.