Navigating a Multigenerational Workforce in CPA Firms

In CPA firms today, it’s common to find professionals from at least four generations working together: Baby Boomers, Generation X, Millennials, and Generation Z. Each group brings unique experiences, values, and perspectives to the workplace, creating both opportunities and challenges for collaboration. To thrive in this multigenerational environment, it’s essential to understand and embrace the differences while maintaining a culture of inclusion and respect.

The Value of a Multigenerational Workforce
Diversity in age and professional experience enriches teams in many ways:

• Institutional Knowledge: Senior team members often possess decades of experience and historical context about your firm, the industry and long-term clients.
• Innovation: Younger generations are typically more comfortable with technology and bring fresh ideas and innovative approaches to getting the work done.
• Enhanced Problem-Solving: When team members bring different perspectives to the table, they naturally test each other’s ideas and widen the scope of discussion, resulting in solutions that address challenges more completely.

However, differences in communication styles, work preferences, and expectations can lead to misunderstandings and inefficiencies if not managed proactively.

Tips for Collaborating across Generations

1.  Recognize (and Value) Differences
   • Acknowledge that generational stereotypes don’t apply to everyone. Take the time to learn about individual team members’ preferences and strengths.
   • Celebrate the unique contributions each generation brings to the table, whether it’s tech-savviness, leadership experience, or a fresh perspective. These contributions can be highlighted during team meetings or in messaging channels such as Teams and Slack.
2. Accommodate Communication Styles
   • Baby Boomers and Generation X may prefer formal emails or face-to-face conversations, while Millennials and Gen Z often gravitate toward instant messaging or collaborative platforms.
   • Tailor your communication style to your audience. When in doubt, ask your team members how they prefer to communicate.
3. Embrace Traditional and Reverse Mentorship
   • We often think of mentoring happening between a mentor who is more seasoned in life and has more work experience and a less-experienced mentee who is greener, but reverse mentorship can be just as valuable. Encourage reverse mentoring, where younger team members can share their technological expertise or insights into emerging trends.
   • Pair less experienced staff with senior professionals to build skills, confidence, and institutional knowledge. While it often makes sense for firms to pair new staff with a mentor when they start, be careful about mandating certain mentor/mentee relationships for too long, as it may no longer be beneficial or a good fit for one or both parties.
4. Focus on Common Goals
   • Highlight shared objectives, such as client success or achieving firm-wide growth. This shifts attention away from generational differences and toward collaborative outcomes.
   • Use teambuilding exercises to create connections and foster trust among team members. Examples include starting meetings with icebreaker questions, holding off-site, in-person team events such as escape rooms, cooking classes, and scavenger hunts, or hosting virtual gameshows for remote or mixed work arrangement teams.

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What Can Firm Leaders Do to Build an Inclusive Culture?
Firm leaders are pivotal in bridging generational gaps and setting an example for all employees. Some strategies to foster an inclusive and collaborative culture include:

• Encourage Open Dialogue: Create opportunities for team members to discuss their needs, expectations, and concerns. Listening to different perspectives can uncover new ideas and resolve tensions. Don’t pigeonhole these conversations to happen only during annual performance reviews, but rather, encourage and facilitate regular discussions.
• Invest in Professional Development: Provide training that caters to all career stages, from technical upskilling for younger employees to leadership workshops for senior employees.
• Leverage Cross-Generational Teams: Form teams that intentionally mix generations to promote knowledge sharing and build stronger working relationships.
• Celebrate Milestones and Achievements: Acknowledge both personal and professional milestones to foster a sense of community and belonging across generations.

Success in modern CPA firms hinges on effectively bridging generational differences. Leaders must cultivate environments where professionals from any generation can leverage their individual perspectives and work styles. When firms embrace this diversity through mutual understanding and flexible approaches, they create powerful synergies that enhance internal operations and client service.