Slay! 💅 How to manage Gen Z and Millennial accountants

A generational shift is transforming the accounting profession. Millennials now represent the largest segment of the U.S. workforce (Pew Research Center), and by 2025, Generation Z will account for 27% of the total labor force (World Economic Forum). With record enrollment among college accounting majors (AICPA Trends Report), more young professionals are entering the field than ever before. Accounting firms that adjust management practices for this dynamic workforce will be positioned for resilience and growth.

Purpose Drives These Generations

Millennials are sometimes called “Generation Why” for their desire to find purpose in their careers, and Gen Z accountants follow closely with an equal emphasis on impactful work. Routine accounting tasks alone won’t inspire these employees—they want to know their efforts contribute meaningfully to a greater whole. Showcasing how the profession supports societal well-being, and regularly helping younger team members grasp the broader significance of their work, creates engagement and commitment.

• Share stories and examples demonstrating accounting’s role in social responsibility.
• Contextualize even smaller tasks within the organization’s mission and client outcomes.
• Emphasize the direct impact accounting has on local communities and global change.

Championing Well-Being and Flexibility

Both Millennials and Gen Z have weathered the volatility of remote work and the mental health challenges of the past few years. Expectations for flexible arrangements and work-life balance are higher than ever. Younger accountants look for employers who take their physical and psychological well-being seriously, recognizing the risks of burnout and the importance of autonomy.

• Implement hybrid workplace models that include remote work options when possible.
• Provide access to wellness programs and benefits supporting staff health.
• Foster an open environment where time off for self-care and mental health is encouraged.

Shared Values and Social Responsibility

These generations are highly attuned to issues like sustainability, ethical corporate behavior, and social justice. Organizational values are no longer window dressing—they are a deciding factor for young talent. Accountants want their workplaces to reflect genuine commitments to environmental, social, and governance (ESG) practices.

• Actively pursue diversity and inclusion in recruiting and advancement (Diverse Talent Pool).
• Engage employees in shaping ethical standards and sustainability efforts.
• Include staff at all levels in initiatives related to social impact, encouraging volunteerism and direct involvement.

Communication Matters More Than Ever

A lifetime spent with instant feedback—via social media, online courses, and real-time messaging—means Millennials and Gen Z prefer clear, ongoing communication. Regular feedback, explicit instructions, and public acknowledgment of success are far more motivating than annual reviews or sporadic praise.

• Offer detailed guidance and consistent, constructive input without over-supervising.
• Take the time to learn about employees’ interests and goals as a way to build trust.
• Publicly recognize contributions and improvements to foster motivation and strengthen relationships.

Investing in Learning and Growth

Continuous learning is part of the DNA of younger professionals. Gen Z in particular excels at self-paced learning, yet also values formal coaching and hands-on mentoring. Firms that prioritize professional development signal alignment with employee ambitions for progression and personal mastery.

• Create opportunities for ongoing professional development, from in-person seminars to self-directed online modules.
• Support mentorship programs that link experienced CPAs with new hires for skill—and culture—transfer.
• Encourage a growth mindset as part of organizational culture, making learning a core expectation, not an afterthought.

Empowering New Voices and Leadership

Millennial and Gen Z accountants are not content to simply follow tradition—they want to lead, shape outcomes, and drive innovation. Far from being satisfied with back-office tasks, these professionals seek ways to contribute both as trusted advisers and as agents of change.

• Include early-career accountants in client projects and decision-making forums as soon as possible.
• Grant incremental autonomy to nurture entrepreneurial instincts and identify future leaders.
• Celebrate those who use initiative to improve processes or expand the impact of the firm as a whole.

Accounting’s future is inherently tied to the values and aspirations of its youngest professionals. By supporting meaningful work, championing well-being, upholding shared values, providing constructive communication, investing in learning, and empowering new voices, firms will thrive through generational transition and beyond.