By Garrett Wagner, CPA.
So, let’s get something out of the way: I’m “old” now. At over 40, I’m no longer the young buck, fresh out of college, wide-eyed and optimistic about the accounting world. I mean, I’ve reached that age where I squint at Gen Z’s TikToks and think, “This is what’s cool now?” But before I delve too deep into self-pity, let’s focus on something we can all agree on: we’ve all heard this same refrain since the dawn of time—“This new generation doesn’t get it. They don’t understand, work hard, or care!” Sound familiar? Spoiler alert: it’s not new.
When I started in accounting, the older generation said it about us Millennials too. And guess what? Gen X heard it from the Boomers. This cycle of blaming the “new generation” for everything that’s wrong with the world has been happening since the first accountant opened up shop back in early Mesopotamia days. The real question is: why are we still stuck in this loop? And more importantly, how do we break it?
The Same Old Tune
Let’s face it: change is inevitable. Every generation is different because the world they grow up in is different. But instead of viewing this as a strength, we tend to treat it as a problem. Every time a new generation enters the workforce, the initial reaction is to treat them like aliens—different, confusing, and sometimes infuriating.
But think about it. Wasn’t it weird when Millennials like me started asking for work-life balance and expecting technology to make our jobs easier? Remember the uproar when remote work became a thing? We thought we were revolutionaries; the older generation thought we were ruining accounting. Now, Gen Z is asking for flexibility, purpose-driven work, and gasp the audacity to prioritize mental health. And here we are again—grumbling.
Different Isn’t Bad
Here’s a little secret: each generation brings something valuable to the table. I know, I know. That’s probably not what you want to hear when you’re trying to figure out how to communicate with someone who answers emails with emojis. But it’s true.
Take Gen Z, for instance. They’re the first true digital natives. They’ve been connected since birth—literally growing up with devices in their hands. And while we might think their addiction to screens is a problem, the truth is, they understand technology in a way that can revolutionize how we work. They’re the ones who’ll find ways to automate the mundane parts of our job, making our lives easier—if we let them.
Similarly, Millennials like me brought the idea that work-life balance is important. We’re the ones who started the shift toward flexibility and remote work (even though most of us still worked longer hours than we care to admit). But it wasn’t a bad change, was it? We learned that working smarter, not harder, was actually beneficial.
Stop The Blame Cycle
The problem isn’t that the new workforce is lazy or unmotivated any more today than at any other time in history. The problem is that we’re still trying to fit each new generation into our mold. Because of course old mold is the only way. Luckiy this isn’t true and we change and grow.
Think about it—when was the last time you sat down with a younger team member and actually asked how they like to work? Instead of trying to force them to conform to the traditional accounting firm model, what if we adapted our systems to fit their strengths?
Look, I’m not saying you need to learn TikTok dances to communicate with your younger staff (although I bet that’d get you some bonus points). But we do need to stop assuming that “different” equals “bad.” Different just means… different.
Building a Multi-Generational Team
Each generation has something the others lack. Boomers and Gen X bring experience and wisdom. Millennials offer tech-savviness and a focus on work-life balance. Gen Z brings fresh perspectives and a natural affinity for digital tools.
The best teams combine these strengths instead of creating silos. As the older generation, we can mentor younger accountants in things they can’t learn from a YouTube tutorial—like navigating complex client relationships, understanding the nuances of tax law, or the ever-important art of staying cool during tax season. Meanwhile, we can learn from them about leveraging technology to streamline processes, reach clients on new platforms, and even challenge some of our old habits.
Why We Need to Be Open to Change
In accounting, we often pride ourselves on sticking to the tried and true, the principles that have held our profession together for decades. But if the last few years have taught us anything, it’s that being resistant to change is no longer an option. The world is evolving, and our clients’ expectations are evolving too. They want more than just numbers—they want advice, insights, and a partner in their business journey. And guess what? That’s something we can offer if we embrace the strengths of every generation in our workforce.
We’ve already seen how remote work, once met with skepticism, became a lifeline for our profession during the pandemic. Imagine what else we could accomplish if we stopped resisting new ideas and instead leaned into them.
Let’s Break the Cycle
So, where do we go from here? First, let’s stop blaming every new generation for being different. Instead, let’s recognize that they’re not just different—they’re the future. And unless we want to be left in the dust, we need to evolve too.
By embracing generational differences, adapting our work environment to fit the needs of all our employees, and being open to new ways of doing things, we won’t just survive—we’ll thrive. Let’s be the generation that breaks the cycle of “they don’t work like we did” and starts asking, “How can we work better together?”
And hey, if that means learning a TikTok dance or two, I’m game.
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Tags: Accounting, Firm Management
