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Generational Viewpoints: Parsing Gen Z

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This edition of Generational Viewpoints features two professionals from BSB CPAs + Business Advisors, a 55-employee firm located in Fairfax, Virginia. We asked baby boomer managing partner Debbie Harris, born in 1963, and millennial audit partner Kevin Hamaker, born in 1987, to share their perspectives on the following question:

“What differences have you noticed in the perspectives or motivators of your interns and new hires that likely represent the oldest Gen Zs? How are you adapting or adjusting to those differences?

Deborah Harris of BSB CPAs

Deborah Harris

Harris’ boomer viewpoint

I have been in this business for many years, and so much of my work history has been steeped in traditional accounting firm mindsets. The events of the past few years have forced a change in our thinking. We are all fighting over a reduced number of accounting candidates, and to remain competitive, we need to listen and adapt to the new environment. I am pleased that we have seen so many positive changes in our firm by implementing the ideas of our youngest team members.

Gen Z feels more independent to us than earlier starting classes. They know what they want and how to go about getting it. They want to feel valued, expect greater work/life balance and flexibility, they embrace technology, and want to be part of a culture that allows them to thrive. 

We recognized that our Gen Z team members place great importance on feeling valued, respected and included. We have multiple committees and invite the staff to participate in the ones that interest them. Most notable is our marketing committee, where we have started to deploy TikTok content. Our Gen Zs prepare and post many videos on TikTok as well as our other social media sites. They have also contributed to many changes in our recruiting efforts. We are now using Hubs at our events and have more relevant recruiting materials. 

The changes that they have brought forward have helped us implement a recruiting program that is interesting and applicable to prospective interns and first-year team members. They have a great time generating these ideas and feel they are truly contributing to our team. Gone are the days of the partners sitting in a room producing the content to tell our story — it’s being told in a more impactful way by our people.

Gen Zs value flexibility and work-life balance. The movement for work-life balance has actually been around for some time now, but I believe that Gen Z has helped to bring the value of flexibility to the forefront. Since embracing the remote work environment, the mindset has slowly shifted from believing staff were more productive while in the office to recognizing we are successfully working from anywhere. We have also become more flexible with our schedules. A few years ago, we would ask the staff to work crazy hours during busy season, and it was expected of all staff. We can no longer expect that and have had to look at our business processes to help ensure that balance and flexibility are available to all. We are selective when taking on new clients and make sure our existing clients are a good fit.  

Gen Zs embrace technology in the workplace. They are not afraid to try anything new and they are able to quickly adopt new software. They have become a valuable resource for some of our more experienced staff members. More important, they want to see the firm staying current and investing in our digital strategy. Our firm has tried multiple new programs this year and our younger staff have been a big part of this. Recently, we implemented digital business cards and I relied on the staff to help set up my account and my profile, and teach me what I needed to know about the program. 

It has been challenging to let go of some of the traditional business model constructs to allow for more creativity and involvement by our team members. Still, I believe the Gen Z influence has added valuable perspective, helped change the way we work, and become an important part of our team.

Kevin Hamaker of BSB CPAs

Kevin Hamaker

Hamaker’s Millennial viewpoint

Gen Z has changed our firm for the better. In some respects, the pandemic took the fun out of our profession and Gen Z is bringing it back. They have fresh ideas, are not afraid to participate or help, and they keep us “hip.” In my opinion, this generation has been a much-needed breath of fresh air.

Gen Z grew up in the age of technology, and due to the pandemic, were forced to learn remotely. They embrace digital communication, have high expectations when it comes to technology implementation, and know how to use the technology that is available to them. As a result, this new generation opens our profession to more possibilities. They understand the remote work environment, do not need as much “in-person” learning and training, and know how to quickly adapt to new technologies.

Gen Zs are a very confident generation. Our interns and new hires come in believing they have a greater knowledge of the profession than might be possible for their experience. This summer, several of our interns were shocked at how much they didn’t know coming into the internship program, and exposure to “real” accounting was an eye-opener that many of them needed. During our internship, we made a concerted effort to have them perform client-facing work so they could truly experience the profession. A motivating factor of Gen Z is that they want to feel they are actually contributing, so providing them real work gives them an opportunity to feel included and be part of the bigger picture.

I am a Millennial, and Gen X and Baby Boomers thought we didn’t work as hard and that we overvalued work-life balance. I believe Millennials value work-life balance; however, Gen Z is more committed to this balance than even we are. They hold firm to this belief and will not waver. We offer a completely flexible work environment, and this allows them to balance their time between work and life. Their joys outside of work are important to them, so they are important to us, too. Offering the anytime and anyplace work environment allows them to focus on life, too.

This past year, we offered remote and hybrid internships. This allowed our interns to have the flexibility and work-life balance that is available to the rest of our team. Initially, there was pushback from the more experienced members of our firm. They believed that you could not have inexperienced staff or interns learn in a remote environment while staying focused. I knew this was false, as Gen Z had already performed in this environment in school. I knew our internship program would be successful and it was. Our firm benefited greatly from this success and we were able to extend our reach for talent nationally, even though we are located in the Washington, D.C., area.

Another Gen Z motivating factor is recognition. If they are doing a good job, they want and need to receive this feedback. This contributes to their self-worth and they gain confidence that they are a valuable member of our team. Personally, I have been making a more concerted effort to recognize them. Recognizing that they add value can be done in other ways, as well. Our firm does a great job of providing opportunities to actively include them in various facets of the business. If you want new and innovative ideas, they are a great resource to have. We have put Gen Zs in charge of our firm’s social media team and other marketing initiatives. They have produced great content, and having the older generations get involved with TikTok has brought fun to our firm, and made recruiting very successful. These TikTok videos allow us to be more relatable to our Gen Z recruits because our Gen Z talent is producing the content. It also gives them a chance to brag about our firm’s culture and environment.

We try to get Gen Z involved on the technology front. Gen Z has been instrumental in designing our website and implementing the usage of digital business cards. Again, they embrace, appreciate and use technology in ways that older generations haven’t.

As a profession we must welcome Gen Z with open arms and realize they will make us and the world a better place.

This column is facilitated and edited by Caroline Ready, the millennial marketing and sales coordinator, and Jennifer Wilson, the Baby Boomer co-founder and partner, of ConvergenceCoaching LLC, a leadership and management consulting and coaching firm that helps leaders achieve success. To have your firm’s generational viewpoints considered for a future Accounting Tomorrow column, e-mail them at [email protected].

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Accounting

IRS gives Tennessee and Arkansas weather victims tax relief

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The damaged remains of the Walnut Ridge neighborhood in Little Rock, Arkansas on March 31. Photographer: Benjamin Krain/Getty Images
Storm damage in Little Rock, Arkansas

Benjamin Krain/Photographer: Benjamin Krain/Get

Individuals and businesses in all of Tennessee and Arkansas who were affected by severe storms, tornadoes, flooding and, in Tennessee, by straight-line winds that began on April 2, now have until Nov. 3 to file various federal individual and business returns and make tax payments.

The IRS is offering relief to any area designated by the Federal Emergency Management Agency; individuals and households that reside or have a business in Tennessee’s 95 counties or the 75 counties of Arkansas qualify for it. The current list of eligible localities is on the IRS Tax Relief in Disaster Situations page.

The relief postpones various tax filing and payment deadlines that occurred from April 2, 2025, through Nov. 3, 2025. Affected individuals and businesses will have until Nov. 3, 2025, to file returns and pay any taxes that were originally due during this period, including:

  • Individual income tax returns and payments normally due on April 15, 2025.
  • 2024 contributions to IRAs and health savings accounts for eligible taxpayers.
  • Quarterly estimated tax payments normally due on April 15, June 16 and Sept. 15, 2025.
  • Quarterly payroll and excise tax returns normally due on April 30, July 31 and Oct. 31, 2025.
  • Calendar-year corporation and fiduciary returns and payments normally due on April 15, 2025.
  • Calendar-year tax-exempt organization returns normally due on May 15, 2025.

Penalties for failing to make payroll and excise tax deposits due on or after April 2 and before April 17, 2025, will also be abated if the deposits are made by April 17, 2025.
The Disaster Assistance and Emergency Relief for Individuals and Businesses page has details on other returns, payments and tax-related actions qualifying for relief during the postponement period. 

The IRS automatically provides filing and penalty relief to any taxpayer with an IRS address of record in the disaster area. These taxpayers do not need to contact the agency to get this relief.

An affected taxpayer may not have an address of record in the area because, for example, they moved to the area after filing their return. If an affected taxpayer in those circumstances receives a late filing or late payment penalty notice from the agency for the postponement period, the taxpayer should call the IRS Special Services at (866) 562-5227 to update their address and request disaster tax relief. 

(Read more: Areas across the country qualify for natural disaster-related tax relief.)

In addition, the IRS will work with any taxpayer who lives outside the disaster area but whose records necessary to meet a deadline occurring during the postponement period are in the affected area. Taxpayers qualifying for relief who live outside the disaster area need to contact the IRS Special Services toll-free number above. This also includes workers providing relief activities and who are affiliated with a recognized government or philanthropic organization.

Disaster area tax preparers with clients outside the disaster area can choose to use the Bulk Requests from Practitioners for Disaster Relief option, which is described on IRS.gov. 

Individuals and businesses in a federally declared disaster area who suffered uninsured or unreimbursed disaster-related losses can choose to claim them on either the return for the year when the loss occurred (in this instance, the 2025 return normally filed next year), or the return for the prior year (2024). Taxpayers have up to six months after the due date of their federal income tax return for the disaster year (without regard to any extension of time to file) to make the election. For individual taxpayers, this means Oct. 15, 2026. (Read more on personal casualty loss deductions.)

Write the FEMA declaration number — 3625-EM for Tennessee, 3627-EM for Arkansas — on any return claiming a loss.

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Tax Day arrives with Trump-era IRS still taking shape

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The conclusion of the tax filing season Tuesday is about to provide early clues toward resolving a nagging question hanging over the U.S. Treasury: How honest will Americans be about their income when there are suddenly fewer auditors to check them?

The answer has ramifications extending from Treasury debt markets already embroiled in tariff-related turmoil to legislative struggles in Washington over the debt ceiling and a proposed new round of tax cuts. 

A drop in tax collections would likely move forward a debt ceiling deadline from the August to September timeline forecast by the non-partisan Congressional Budget Office. A sharp falloff also could ratchet up concerns about the fiscal burden of a proposed Republican tax package that matches giant tax cuts with much smaller spending reductions. 

President Donald Trump’s administration this year terminated more than 7,000 Internal Revenue Service employees, mostly involved in tax enforcement, and ultimately may cut the agency’s workforce by 25%.

Analysts have warned that will drive up tax avoidance as well-off taxpayers’ fear of audits eases, though it’s not clear how quickly or how much. 

There are early signs tax collections are holding up this year anyway. Through March, gross U.S. budget receipts for the fiscal year were up 3% to $2.26 trillion, according to the Treasury Department.

“That seems to suggest we may have a robust tax filing season in terms of revenue,” Deputy Treasury Secretary Michael Faulkender said on Bloomberg Television Friday. 

There are lingering doubts raised by IRS filing statistics. As of April 4, the IRS saw a 0.4% reduction in the number of returns received compared to the 2024 season. The dollar value of refunds was up 5%, higher than the inflation rate. 

“A major area of concern is wealthy taxpayers who don’t file when it’s clear that the IRS audit rate is low,” said John Koskinen, a former IRS commissioner. “The non-filers tend to be concentrated in wealthier individuals so they represent more significant revenue loss on an individual basis.”

Jessica Riedl, a senior fellow at the Manhattan Institute, said it will probably take longer for receipts to drop because the tax season was already underway when the IRS layoffs began.

“The short-term effects will likely be muted because the tax filing season is nearing an end,” she said. “However, the revenue loss may begin spiking this summer when corporations file their next quarterly taxes, and then rise further by next year’s tax season.” 

Even so, voluntary tax compliance was a high 85% in 2022, according to the IRS. 

“I’m not immediately convinced that there’s going to be some dramatic falloff in compliance right now,” said Pete Sepp, president of the National Taxpayers Union. 

Future years could be very different. The Yale Budget Lab forecast that laying off about 18,000 IRS employees would result in a net revenue loss of roughly $159 billion over ten years. That could rise to as much as $1.6 trillion over 10 years if noncompliance is high, the group said.  

Vanessa Williamson, a senior fellow at the Brookings Institution, said the Trump administration cuts are largely undoing efforts by former President Joe Biden to audit those making more than $1 million per year. She said the IRS could return to its footing in the 2010s when enforcement was lax and audits of those individuals dropped by 70%.

“It could easily become a $100-billion-a-year problem,” she said, noting the IRS high-wealth unit lost 38% of its employees.

A recent change allowing the agency to share taxpayer data with immigration officials could also result in a further loss of $313 billion in the coming decade if that discourages migrants from paying taxes out of fear of deportation, according to the Yale Budget Lab.

Treasury market

Wall Street investors and strategists are closely monitoring the magnitude of this week’s tax collections amid the sharp swings in the bond market driven by the Trump administration’s trade war.

In the near-term, the amount of cash flowing out of the money markets to pay Uncle Sam will impact funding costs. Higher tax receipts for the federal government means more liquidity is drained from the overall financial system, likely pushing up the cost of borrowing in the overnight repurchase market — which was already strained by last week’s market chaos. 

Wells Fargo strategists, who estimate that this April’s tax receipts will boost the Treasury’s General Account by as much as $300 billion, last week flagged the risk of higher repo rates amid the tax payments.

Looking further out, the market is focused on what the April tax receipts mean for the Treasury’s cash balance in light of the debt ceiling. Wrightson ICAP, for one, forecast last month with low conviction an 11% increase in non-withheld income tax collections in the April to May period, compared to last year. 

The amount coming into the Treasury’s coffers also carries implications for the Federal Reserve’s balance sheet unwind, which on April 1 slowed to a cap of $5 billion in Treasuries per month. Officials are closely watching the level of reserves in the banking system and gauging broader financial liquidity to determine how much longer the quantitative tightening process can continue.

Customer service

Businesses have other reasons for concern about the IRS layoffs, including greater difficulty getting advice from the agency on complex tax questions.

“The old adage ‘if you break it, you’ve bought it’ applies here,” Sepp said. “They’re doing the breaking right now, so they own the problem.”

Sepp said the NTU is very concerned about deep coming cuts to the office of the Taxpayer Advocate — an internal means for taxpayers to challenge IRS decisions — and the risk of further delays in efforts to modernize the agency’s creaky data systems.  

It’s unclear, he said, if Elon Musk’s Department of Government Efficiency is going to scrap the modernization effort and start over. 

For businesses with complex tax problems, proposals to employ artificial chatbots instead of humans could be especially problematic, said Daniel Reck, a University of Maryland economics professor who researches tax policy. 

“That could turn into a pretty Kafkaesque experience, and it’s already not a lot of fun,” said Reck.

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Accounting

Don’t overlook the power of Google reviews

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Complimentary Access Pill

Enjoy complimentary access to top ideas and insights — selected by our editors.

Busy season is tough, but it has its upside. This is when you’re talking most frequently with your clients, especially those with straightforward, fast-turnaround returns. It’s a great time to leverage these interactions to gather positive feedback from your clients.

If you don’t think clients and prospective clients are checking out your Google reviews, think again. 

Research shows three-quarters (77%) of accounting clients would consider leaving their existing firm if another one was recommended to them. Further, three in five (60%) accounting firm clients conduct online searches as part of their research when vetting potential providers. In fact, two in five accounting clients (38%) who have experienced a service issue with their accounting firm left a negative review on a public website like Yelp or Google. In today’s low-trust digital world, negative reviews have almost two times the impact as positive ones, the researchers concluded.

Can you afford to take that risk?

Fortunately, there’s an easy solution. This is the time of year when you’ll have lots of clients appreciating your work. Why not ask them for a Google review when their experience with you is fresh in their minds. I bring this up because it’s also the time of year when you might be getting some negative Google reviews due to some kind of misunderstanding. Positive reviews will buffer your rating against the negative reviews. Even better, a five-star review is a five-star review. It doesn’t matter if it comes from a simple 1040 client or from a complex client with multiple businesses and a complex family situation. They all carry the same weight.

But you want to make the review, “ask” now, because you’re not likely to be speaking with many clients for the rest of the year. The more time that goes by, the less likely they’ll remember the great work you did. For more about why immediacy is so important, see my recent articles: Don’t succumb to the forgetting curve this tax season and  The power of immediate feedback.

Just because you have a bunch of five-star reviews doesn’t mean you’ll get more business. But it certainly helps lock the back door. If you start racking up negative reviews, clients and prospects notice and will move on. It’s the  same way when I’m referred to a physician or auto-body shop. I immediately look them up, and if their Google stars don’t look good, I’ll look for other options.

How to ask for a Google review

Immediately after filing a client’s tax return, have a staff person reach out and ask: “How was everything? Was there anything we could have done better?” If they say everything went great, then respond: “Thank you. Would you be willing to leave us a Google review? I can show you how to do it in five minutes if you’re not familiar with Google reviews.” 

Some of you may argue that you don’t have enough capacity to have staff spending 10 to 15 minutes with every single satisfied client — especially when they’re already exhausted from the busy season. But I would argue that your firm is not built properly if you can’t devote 10 to 15 minutes of staff time per client to obtain something so valuable to your firm’s success and bottom line. 

How clients of all ages can post Google reviews

Another objection I hear from firm owners all the time is that their clients are older and don’t know how to leave Google reviews and/or they don’t have a Gmail account which is required in order to post Google reviews.

Don’t let that be a roadblock. Here’s a handy three-minute video tutorial you can send to clients about how to leave a Google review without a Gmail account. After sending the video, have your staff person follow up and tell the client: “I’m happy to walk you through it.”

If you send the email to 100 clients who have had good experiences with you and 10% respond, that’s 10 more supportive reviews than you had before. They will likely move your average rating in the right direction. It’s pretty low hanging fruit.

Each review is an opportunity to demonstrate your firm’s value and build trust with potential clients. Don’t leave your online reputation to chance. What is your firm doing to obtain more client reviews? I’d love to hear more. 

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