Why Your Best Employees Are Leaving – And What You Can Do About It

Let’s have an honest conversation. You and I both know that accounting has never been an easy profession. The long hours, regulatory changes, and unrelenting deadlines are just part of the job.

Lately, however, something has shifted—people aren’t just leaving firms or companies; they’re leaving the profession entirely. 

I work with leaders like you every day, and I see the same frustrations come up over and over.

Whether in the accounting profession or not, you’re watching top talent walk away, often for industries that offer better work-life balance, more flexibility, or simply a chance to breathe.

It’s frustrating because you know the work is important, but somehow, the profession is losing its appeal.

So, let’s talk about why your best employees are leaving—and, more importantly, what you can do about it.

1. Burnout Is Pushing People to the Edge

The accounting profession is a pressure cooker. Tax season, financial close cycles, and audit deadlines all create a never-ending cycle of stress. Your people are working 60+ hour weeks, and for what? If they don’t see the light at the end of the tunnel, they will leave for a job that respects their time and well-being.

What’s the solution? Start treating burnout as a business problem, not an individual one. Offer real time off, adjust workloads realistically, and encourage a culture where long hours aren’t a badge of honor.

2. Compensation Doesn’t Match the Workload

Let’s be blunt—accountants are underpaid for what they do. The level of responsibility, the complexity of the work, and the risk involved aren’t reflected in the paychecks of many professionals, especially in early and mid-career roles. Meanwhile, tech and finance firms are poaching accountants with significantly higher salaries.

You can’t afford to ignore this. If budget constraints are real, find creative ways to offer bonuses, profit-sharing, or non-monetary perks like extra time off or remote work. Value your people the way you value your clients.

3. Career Growth Feels Like an Illusion

How many of your accountants can see a clear path from where they are to where they want to be? If the answer is “not many,” that’s a problem. A lack of upward mobility is a major driver of turnover.

If you’re not actively mapping out growth opportunities, your employees will assume they have no future with you. Promote from within, invest in leadership development, and make it clear what the next step looks like for them.

4. Toxic Work Cultures Push People Out

Your culture isn’t just about what’s written in the employee handbook—it’s about how your people feel when they show up to work. If the environment is toxic, full of unreasonable expectations, or lacking appreciation, they won’t stick around.

Take a hard look at the dynamics in your office. Are managers setting people up to succeed, or just squeezing every ounce of productivity out of them? Make sure leadership is fostering an environment of respect, support, and recognition.

5. Lack of Flexibility Is a Deal-Breaker

Remote work isn’t just a trend—it’s a demand. If your firm or company is clinging to rigid office policies while other industries offer hybrid or fully remote roles, guess where your talent is going?

Flexibility doesn’t mean lower productivity; in fact, studies show it improves engagement and efficiency. If you’re serious about retention, give your team more control over where and when they work.

6. Professional Development Is Overlooked

Nobody wants to feel stagnant in their career. If your accountants aren’t getting the training, mentorship, or skill-building they need, they’ll find an employer who will give it to them.

Invest in their growth. Offer CPA exam support, leadership training, and exposure to new technologies. Show them they’re not just filling a seat—they’re building a future.

7. People Are Re-Evaluating What They Want

Perhaps the most significant shift of all is that accountants, like many professionals, are reconsidering what they want from their careers.

More people are prioritizing meaning, purpose, and quality of life over job security and traditional career paths.

The exodus will continue if accounting firms and finance departments don’t evolve with these changing expectations. The solution? Listen. Adapt. And be willing to make real changes.

The Bottom Line

You’re in a leadership position, which means you have the power to change the narrative. If you want to keep your best people, you have to take their concerns seriously.

It’s time to rethink how we support our employees—if we don’t, the profession will bleed talent. And trust me, the cost of inaction is far greater than the cost of making real, meaningful changes.

So, what’s one thing you can do today to make your team’s experience better? Start there. Because retention isn’t about convincing people to stay—it’s about giving them a reason to.

Until Next Time!