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Rethink pricing and transform the accounting firm employee experience

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The accounting profession may have been built on numbers and spreadsheets, but today it’s also a people business. Client relationships, employee morale and firm culture are as important to your success as the software that runs your programs. 

Think about it: There is a stark contrast between the people side of the business and the way most firms charge for their services. Nobody became an accountant to track their time in 10-minute increments or spend time filling out timesheets. Yet, at a time when employee motivation and client retention are of the upmost importance, firms employ an outdated pricing model almost designed to frustrate employees and clients alike. It makes no sense at all!

Here are six ways you can build a better firm culture while attracting and retaining top-level employees. It comes down to changing a single fundamental of your business — your pricing model.

1. Free employees from the tyranny of the clock. Your staff aren’t factory workers, so why treat them as if they were? These highly trained, smart professional people are tasked with solving complex client problems and providing expert guidance, not obsessing over timesheets while fighting to meet arbitrary billing goals. If you switch their focus from the number of hours they bill per week to the knowledge and expertise they bring to the game, their work will become more meaningful to them. Clients will feel the change. 

Imagine how much more satisfying it is to know you’re making a difference in a client’s business instead of racing against a clock that never stops.

2. Empower employees to focus on results. No one outside of your office really cares how long it took to finish a project. They care about the quality of the work and how it benefits them. Your employees should have the same mindset. They should understand the scope of a project and what the client really needs. They should know how the project they are working on fits into the grand scheme of a client’s financial puzzle. Then they should apply everything they’ve learned to arrive at a suitable solution that will make clients happy.

You can add up time all you want, but the final score is what really counts. Value pricing understands this and shifts employee incentives from the amount of time they work to the quality and value of the work they do. In so doing, it aligns employee incentives with what’s good for the client.

3. Improve work-life balance. Burnout is a real problem and the billable hour is one of its biggest drivers. Most accountants have sat down at some point in their professional lives and wondered how to balance their family life with a profession that measures success by the amount of time they spend in their office. The pressure to constantly log more hours can lead to long days, late nights, and a lot of unnecessary stress. 

Value pricing is one of the keys to creating a healthier, more balanced work environment — one where employees feel more fulfilled while still generating profits for the company. An odd thing happens when results become the focus: Employees can manage their time more effectively and find ways to work more efficiently. There’s less overtime, fewer late nights, more family time and a far healthier balance between work and personal life.

Happy employees are productive employees. The benefits of switching to a value pricing model will ripple through the firm, improving retention rates while encouraging higher-quality work.

4. Create a more positive office culture. Slaves to the billable hour spend a lot of time watching the clock and worrying about wasting time on anything beyond the spread sheet in front of them. It’s a recipe for drudgery. An office culture where collaboration, innovation and engagement fade. 

Think about what happens when the focus shifts to client results. Focusing on results encourages everything the billable hour discourages: Collaboration. Innovation. Attention to detail. Predictably, employees will work together to deliver better outcomes for clients, knowing their contributions are valued.

Value pricing also makes it easier to recognize and reward employees for things that really matter — problem-solving, client satisfaction and innovation. This creates a culture where quality is prioritized over quantity. And that’s the kind of culture where people want to stick around. 

5. Attract and retain top talent. Every generation has its unique perspectives, and you can’t expect millennial employees to respond to the same incentives as Gen Zers. However, there are some commonalities between all generations. No matter their age, most people want to be recognized for their accomplishments and their unique capabilities, rather than their sameness. A strong firm culture acknowledges these facts and looks for ways to uniquely help employees build more fulfilling careers while improving the overall quality of service your firm provides. 

A firm that values unique employee expertise and provides better growth opportunities is bound to both attract and retain top talent. Better talent leads to better quality service which, in turn, leads to greater client satisfaction. It’s a positive circle that starts with value pricing and ends up helping you build a culture of continuous improvement. A win-win situation for employees looking for more professional fulfillment and clients looking for increasingly better results.

6. Encourage professional growth. It stands to reason that if the incentive is to deliver expert services and solve client problems, employees will spend more time on professional development because it holds the keys to their success. Again, value pricing aligns employee performance with client needs.

Beyond sharpening their expertise, this results-based focus will also encourage employees to think about their day-to-day activities in a different way. The focus will shift from grinding out hours to delivering superior results. Stronger client relationships will follow.

A happier, healthier workplace starts with pricing

Value pricing is not a cure-all for every problem facing today’s accounting firms. The work will still be challenging, even more so in many instances. There will still be some long hours required to deliver timely. And there will still be those overly demanding clients who try to get more than the agreed-up scope. But there is probably no bigger step a firm can take toward meeting the challenges facing modern accounting firms than implementing a value pricing model.

At the end of the day, pricing is about people as much as it’s about profits. Moving away from the billable hour and embracing value pricing aligns firm success with client success. In so doing, it creates a more positive, fulfilling work environment. A culture of collaboration and growth will flourish while employees will enjoy improved work/life balance.

In the end, value pricing isn’t just a better way to do business. It’s a better way to work.

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Accounting

Accounting firms seeing increased profits

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Accounting firms are reporting bigger profits and more clients, according to a new report.

The report, released Monday by Xero, found that nearly three-quarters (73%) of firms reported increased profits over the past year and 56% added new clients thanks to operational efficiency and expanded service offerings.

Some 85% of firms now offer client advisory services, a big spike from 41% in 2023, indicating a strategic shift toward delivering forward-looking financial guidance that clients increasingly expect.

AI adoption is also reshaping the profession, with 80% of firms confident it will positively affect their practice. Currently, the most common use cases for AI include: delivering faster and more responsive client services (33%), enhancing accuracy by reducing bookkeeping and accounting errors (33%), and streamlining workflows through the automation of routine tasks (32%).

“The widespread adoption of AI has been a turning point for the accounting profession, giving accountants an opportunity to scale their impact and take on a more strategic advisory role,” said Ben Richmond, managing director, North America, at Xero, in a statement. “The real value lies not just in working more efficiently, but working smarter, freeing up time to elevate the human element of the profession and in turn, strengthen client relationships.”

Some of the main challenges faced by firms include economic uncertainty (38%), mastering AI (36%) and rising client expectations for strategic advice (35%). 

While 85% of firms have embraced cloud platforms, a sizable number still lag behind, missing out on benefits such as easier data access from anywhere (40%) and enhanced security (36%).

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Accounting

Private equity is investing in accounting: What does that mean for the future of the business?

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Private equity firms have bought five of the top 26 accounting firms in the past three years as they mount a concerted strategy to reshape the industry. 

The trend should not come as a surprise. It’s one we’ve seen play out in several industries from health care to insurance, where a combination of low-risk, recurring revenue, scalability and an aging population of owners create a target-rich environment. For small to midsized accounting firms, the trend is exacerbated by a technological revolution that’s truly transforming the way accounting work is done, and a growing talent crisis that is threatening tried-and-true business models.

How will this type of consolidation affect the accounting business, and what do firms and their clients need to be on the lookout for as the marketplace evolves?

Assessing the opportunity… and the risk

First and foremost, accounting firm owners need to be aware of just how desirable they are right now. While there has been some buzz in the industry about the growing presence of private equity firms, most of the activity to date has focused on larger, privately held firms. In fact, when we recently asked tax professionals about their exposure to private equity funding in our 2025 State of Tax Professionals Report, we found that just 5% of firms have actually inked a deal and only 11% said they are planning to look, or are currently looking, for a deal with a private equity firm. Another 8% said they are open to discussion. On the one hand, that’s almost a quarter of firms feeling open to private equity investments in some way. But the lion’s share of respondents —  87% — said they were not interested.

Recent private equity deal volume suggests that the holdouts might change their minds when they have a real offer on the table. According to S&P Global, private equity and venture capital-backed deal value in the accounting, auditing and taxation services sector reached more than $6.3 billion in 2024, the highest level since 2015, and the trend shows no signs of slowing. Firm owners would be wise to start watching this trend to see how it might affect their businesses — whether they are interested in selling or not.

Focus on tech and efficiencies of scale

The reason this trend is so important to everyone in the industry right now is that the private equity firms entering this space are not trying to become accountants. They are looking for profitable exits. And they will do that by seizing on a critical inflection point in the industry that’s making it possible to scale accounting firms more rapidly than ever before by leveraging technology to deliver a much wider range of services at a much lower cost. So, whether your firm is interested in partnering with private equity or dead set on going it alone, the hyperscaling that’s happening throughout the industry will affect you one way or another.

Private equity thrives in fragmented businesses where the ability to roll up companies with complementary skill sets and specialized services creates an outsized growth opportunity. Andrew Dodson, managing partner at Parthenon Capital, recently commented after his firm took a stake in the tax and advisory firm Cherry Bekaert, “We think that for firms to thrive, they need to make investments in people and technology, and, obviously, regulatory adherence, to really differentiate themselves in the market. And that’s going to require scale and capital to do it. That’s what gets us excited.”

Over time, this could reshape the industry’s market dynamics by creating the accounting firm equivalent of the Traveling Wilburys — supergroups capable of delivering a wide range of specialized services that smaller, more narrowly focused firms could never previously deliver. It could also put downward pressure on pricing as these larger, platform-style firms start finding economies of scale to deliver services more cost-effectively.

The technology factor

The great equalizer in all of this is technology. Consistently, when I speak to tax professionals actively working in the market today, their top priorities are increased efficiency, growth and talent. Firms recognize they need to streamline workflows and processes through more effective use of technology, and they are investing heavily in AI, automation and data analytics capabilities to do that. Private equity firms, of course, are also investing in tech as they assemble their tax and accounting dream teams, in many cases raising the bar for the industry.

The question is: Can independent firms leverage technology fast enough to keep up with their deep-pocketed competition?

Many firms believe they can, with some even going so far as to publicly declare their independence.  Regardless of the path small to midsized firms take to get there, technology-enabled growth is going to play a key role in the future of the industry. Market dynamics that have been unfolding for the last decade have been accelerated with the introduction of serious investors, and everyone in the industry — large and small — is going to need to up their games to stay competitive.

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Trump tax bill would help the richest, hurt the poorest, CBO says

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The House-passed version of President Donald Trump’s massive tax and spending bill would deliver a financial blow to the poorest Americans but be a boon for higher-income households, according to a new analysis from the Congressional Budget Office.

The bottom 10% of households would lose an average of about $1,600 in resources per year, amounting to a 3.9% cut in their income, according to the analysis released Thursday. Those decreases are largely attributable to cuts in the Medicaid health insurance program and food aid through the Supplemental Nutrition Assistance Program.

Households in the highest 10% of incomes would see an average $12,000 boost in resources, amounting to a 2.3% increase in their incomes. Those increases are mainly attributable to reductions in taxes owed, according to the report from the nonpartisan CBO.

Households in the middle of the income distribution would see an increase in resources of $500 to $1,000, or between 0.5% and 0.8% of their income. 

The projections are based on the version of the tax legislation that House Republicans passed last month, which includes much of Trump’s economic agenda. The bill would extend tax cuts passed under Trump in 2017 otherwise due to expire at the end of the year and create several new tax breaks. It also imposes new changes to the Medicaid and SNAP programs in an effort to cut spending.

Overall, the legislation would add $2.4 trillion to US deficits over the next 10 years, not accounting for dynamic effects, the CBO previously forecast.

The Senate is considering changes to the legislation including efforts by some Republican senators to scale back cuts to Medicaid.

The projected loss of safety-net resources for low-income families come against the backdrop of higher tariffs, which economists have warned would also disproportionately impact lower-income families. While recent inflation data has shown limited impact from the import duties so far, low-income families tend to spend a larger portion of their income on necessities, such as food, so price increases hit them harder.

The House-passed bill requires that able-bodied individuals without dependents document at least 80 hours of “community engagement” a month, including working a job or participating in an educational program to qualify for Medicaid. It also includes increased costs for health care for enrollees, among other provisions.

More older adults also would have to prove they are working to continue to receive SNAP benefits, also known as food stamps. The legislation helps pay for tax cuts by raising the age for which able bodied adults must work to receive benefits to 64, up from 54. Under the current law, some parents with dependent children under age 18 are exempt from work requirements, but the bill lowers the age for the exemption for dependent children to 7 years old. 

The legislation also shifts a portion of the cost for federal food aid onto state governments.

CBO previously estimated that the expanded work requirements on SNAP would reduce participation in the program by roughly 3.2 million people, and more could lose or face a reduction in benefits due to other changes to the program. A separate analysis from the organization found that 7.8 million people would lose health insurance because of the changes to Medicaid.

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