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?
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.
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].
President-elect Donald Trump and his Republican party clarified one aspect of the uncertainty surrounding taxes with a resounding victory in the election.
That means that the many expiring provisions of the Tax Cuts and Jobs Act of 2017 — which Trump signed into law in his first term — are much more likely to remain in force after their potential sunset date at the end of next year. Financial advisors and tax professionals can act without worrying that the rules will shift underneath them to favor much higher income duties.
However, the result also presents Trump and incoming Senate Majority Leader John Thune of South Dakota and House Speaker Mike Johnson of Louisiana with a series of thorny tax policy questions that have tricky, time-sensitive implications, according to Anna Taylor, the deputy leader, and Jonathan Traub, the leader, of Deloitte Tax’s Tax Policy Group. Once again, industry professionals and their clients will be learning the minutiae of House and Senate procedures. Taylor and Traub spoke on a panel last week, following Trump’s victory and their release of a report detailing the many tax policy questions facing the incoming administration.
Considering the fact that the objections of former Sen. Bob Corker of Tennessee “slowed down that process for a number of weeks in 2017” before Republicans “landed” on a deficit increase of $1.5 trillion in the legislation, Taylor pointed out how the looming debate on the precise numbers and Senate budget reconciliation rules will affect the writing of any extensions bill.
“They’re going to have to pick their budget number on the front end,” Taylor said. “They’re going to have to pick that number and put it in the budget resolution, and then they’ll kind of back into their policy so that their policies will fit within their budget constraints. And once you get into that process, you can do a lot in the tax base, but there are still limits. I mean, you can’t do anything that affects the Social Security program. So they won’t be able to do the president’s proposal on getting rid of taxes on Social Security benefits.”
Individual House GOP members will exercise their strength in the negotiations as well, and the current limit on the deduction for state and local taxes represents a key bellwether on how the talks are proceeding, Traub noted.
The president-elect and his Congressional allies will have to find the balance amid the “real tension” between members from New York and California and those from low-tax states such as Florida or Texas who will view any increases to the limit as “too much of a giveaway for the wealthy New Yorkers and Californians,” he said.
“You will need almost perfect unity — more so in the House than the Senate,” Traub said. “This really gives a lot of power, I think, to any small group of House members who decide that they will lie down on the train tracks to block a bill they don’t like or to enforce the inclusion of a provision that they really want. I think the place we’ll watch the most closely at the get-go is over the SALT cap.”
Estimates of a price tag for extending the expiring provisions begin at $4.6 trillion — without even taking into account the cost of President-elect Trump’s campaign proposals to prohibit taxes on tips and overtime pay and deductions and credits for caregiving and buying American-made cars, Taylor pointed out. In addition, the current debt limit will run out on Jan. 1.
The Treasury Department could “use their extraordinary measures to get them through a few more months before they actually have to deal with the limit,” she said.
“But they’re going to have to make a decision,” Taylor continued. “Are they going to try to do the debt limit first, maybe roll it into some sort of appropriations deal early in the year? Or are they going to try to do the debt limit with taxes, and then that’s going to really force them to move really quickly on taxes? So, I don’t know. I don’t know that they have an answer to that yet. I’ll be really interested to see what they say in terms of how they’re going to move that limit, because they’re going to have to do that at some point — rather soon, too.”
Looking further into the future at the end of next year with the deadline on the expiring provisions, Republicans’ trifecta control of the White House and both houses of Congress makes them much more likely to exercise that mandate through a big tax bill rather than a temporary patch to give them a few more months to resolve differences, Traub said.
Both parties have used reconciliation in the wake of the last two presidential elections. A continuing resolution-style patch on a temporary basis would have been more likely with divided government, he said.
“Had that been what the voters called for last Tuesday, I think that the odds of a short-term extension into 2025 would have been a lot higher,” Traub said. “I don’t think that anybody in the GOP majority right now is thinking about a short-term extension. They are thinking about, ‘We have an unusual ability now to use reconciliation to affect major policy changes.'”
Aprio, a Top 25 Firm based in Atlanta, is expanding to Southern California by acquiring Kirsch Kohn Bridge, a firm based in Woodland Hills, effective Nov. 1.
The deal will grow Aprio’s geographic footprint while enabling it to expand into new local markets and industries. Financial terms were not disclosed. Aprio ranked No. 25 on Accounting Today’s 2024 list of the Top 100 Firms, with $420.79 million in annual revenue, 210 partners and 1,851 professionals. The deal will add five partners and 31 professionals to Aprio.
KKB has been operating for six decades offering accounting, tax, and business advisory services to industries including construction, real estate, professional services, retail, and manufacturing. “There is tremendous synergy between Aprio and KKB, which enables us to further elevate our tax, accounting and advisory capabilities and deepen our roots across California,” said Aprio CEO Richard Kopelman in a statement. “Continuing to build out our presence across the West Coast is an important part of our growth strategy and KKB is the right partner to launch our first location in Southern California. Together, we will bring even more robust insights, perspectives and solutions to our clients to help them propel forward.”
The Woodland Hills office will become Aprio’s third in California, in addition to its locations further north in San Francisco and Walnut Creek. Joe Tarasco of Accountants Advisory served as the advisor to Aprio on the transaction.
“We are thrilled to become part of Aprio’s vision for the future,” said KKB managing partner Carisa Ferrer in a statement. “Over the past 60 years, KKB has grown from the ground up to suit the unique and complex challenges of our clients. As we move forward with our combined knowledge, we will accelerate our ability to leverage innovative talent, business processes, cutting-edge technologies, and advanced solutions to help our clients with even greater precision and care.”
House Speaker Mike Johnson said Donald Trump’s plan to end income tax on tips would have to be paid for, injecting a note of caution into one of the president-elect’s key campaign pledges.
“This is one of the promises that he wants to deliver on,” Johnson said Sunday on CNN’s State of the Union. “We’re going to try to make that happen in the Congress. You’ve got to do the math.”
Johnson paired his comment with pledges to swiftly advance Trump’s economic agenda once the newly elected Congress is in place with Republican majorities in the House and Senate. The former president rolled out a series of tax-cut proposals during his successful bid to return to the White House, including rescinding taxes on overtime, Social Security checks and tips.
“You have got to make sure that these new savings for the American people can be paid for and make sure the economy is a pro-growth economy,” said Johnson, who was among allies accompanying Trump to an Ultimate Fighting Championship event at New York’s Madison Square Garden on Saturday night.
Congress faces a tax marathon next year as many of the provisions from the Republicans’ 2017 tax bill expire at the end of 2025. Trump’s declared goal is to extend all of the personal income tax cuts and further reduce the corporate tax rate.
A more immediate challenge may be ahead as Trump seeks to install loyalists as cabinet members for his second term starting in January, including former Representative Matt Gaetz as Attorney General, Robert F. Kennedy Jr. as secretary of health and human services and former Representative Tulsi Gabbard for Director of National Intelligence.
Gaetz was under investigation by the House Ethics Committee for alleged sexual misconduct and illicit drug use, which he has denied. RFK Jr. is a vaccine skeptic and has endorsed misleading messages about vaccine safety.
Donald Trump Jr., the president-elect’s son who has been a key player in the cabinet picks, said he expects many of the choices will face pushback.
“Some of them are going to be controversial,” Trump Jr. said on Fox News’ Sunday Morning Futures. “They’re controversial because they’ll actually get things done.”
‘Because of my father’
Trump Jr. suggested the transition team has options if any candidate fails to pass Senate muster.
“We’re showing him lists of 10 or 12 people for every position,” he said. “So we do have backup plans, but I think we’re obviously going with the strongest candidates first.”
Trump Jr. said incoming Senate Majority leader John Thune owes his post to the president-elect.
“I think we have control of the Senate because of my father,” he said. “John Thune’s able to be the majority leader because of my father, because he got a bunch of other people over the line.”