It’s no secret that the accounting profession is facing a significant talent shortage—Bloomberg’s analysis of Bureau of Labor Statistics data estimates that the U.S. alone is short 340,000 accountants. New graduates are hesitant to join the field, seasoned middle managers are experiencing burnout at record levels, and partners are opting for earlier retirements. However, our recent satisfaction survey reveals surprising insights into the reasons accountants are leaving their roles—and even the profession itself. Contrary to common beliefs, the exodus isn’t solely driven by long hours, deadline stress, or compensation concerns.

The feedback gathered from last year’s survey provided invaluable information regarding the true pain points and unmet needs of professionals in the accounting community. By actively listening to accountants at every level—new graduates, mid-management, and partners alike—we were able to identify meaningful ways to improve job satisfaction and engagement. Among the most impactful opportunities were strategies centered around taking a truly people-first approach.

Our findings confirmed that while competitive pay, workplace flexibility, and a commitment to diversity and inclusion hold value, they are often outweighed by less tangible support like fostering professional growth, celebrating work-life balance, and offering mental health resources without stigma. Actions such as backing your team in tough client interactions, supporting personal challenges, and providing a variety of dynamic work assignments can make an even stronger impact on recruitment and retention.

Survey Conducted By:

Tri-Merit Specialty Tax Professionals – Randy Crabtree

In Association With:

Accountants Forward – Seth Fineberg

HB Publishing and Marketing Company – Hank Berkowitz

To read the full survey results and learn our top 13 recommendations for building a more satisfied workforce at all levels of your organization, fill out the form below.