" 'Old school' partners think you should be at the office all the time because that's how they made it."
for Career Insider
It's well established that there are distinctly different personal preferences and work habits among the four generations in the workplace.
For instance, as we reported in "What Your Workforce Really Wants," the generations fall into a few basic categories: the so-called Mature generation, born before 1946; Baby Boomers, born between 1946 and 1964; Generation X, born between 1965 and 1980; and Generation Y, born after 1980.
Indeed, a study by the Society for Human Resource Management found that 58 percent of human resource professionals have observed conflict among employees as a result of "generational" differences in their organizations.
We wondered: Could such a generation gap exist within the CPA profession, and if so, how does it affect the delivery of services? To find out how CPAs feel about an issue that is simmering or perhaps already boiling over in many work environments, we surveyed our readers.
With the 51 percent responding from public accounting and 40 percent from business or industry, we found an overwhelming "Yes!"
" 'Old school' partners think you should be at the office all the time because that's how they made it," said one Gen-X-er (25 to 40 years old), a male staffer at a local CPA firm.
In fact, 86 percent of the CPAs say they believe there is a generation gap in the profession.
"I work part-time in a CPA firm but I'm not the standard. As I think of the people at my office and other friends and peers, I agree that there is a generation gap," said Diana M. Torres Cancel, a senior staffer at a larger local CPA firm in Trujillo Alto, PR.
Among the 14 percent who reported they did not believe there was a gap, well over half were from business or industry. Hardly anyone from public accounting reported seeing no gap.
"As a Boomer," said a female middle manager in a medium-sized business, "I definitely feel there is a different expectation of jobs/careers by younger generations. Younger CPAs expect to change jobs numerous times (seem to me to be 'trying out' different jobs/lines). I'm considered a dinosaur or fixed asset because I found my niche as an internal auditor and have been given opportunities for growth as my company as grown. (I've been with the same employer for 24 years and still like it)."
Interestingly, the percentage of chief executives and managing partners who say they see no evidence of a gap slightly exceeds the overall percentage. Approximately the same number of Baby Boomers as Generation X-ers reported seeing no gap: 48 percent are Generation X-ers, 47 percent are Boomers, 13 percent fall in the Mature category, and just 1 percent come from Generation Y. The survey was gender neutral, with 53 percent of the responses from women.
CPAs from all generations differed on the level of value that each generation brings to the workplace. While several Boomer CPAs surveyed complained that Generation X and Y-ers put a lower priority on work and ethics than do the older generations, other Boomers marvel at the advanced technology skills and greater willingness to look for new opportunity that the younger generations bring to the job.
Some of the Gen X-ers surveyed acknowledged that they may not focus on work as intensely as their elders but, perhaps as their backlash to being raised by work-obsessed parents, the Gen X-ers also noted they can instead pay more attention to their families. One noted that his generation was raised to be "more choosy," which can boil down to being positive for work because it makes them better able to choose what's right for them and for their employers.
While it would be foolish to even ponder if there is a "Greatest Generation" among CPAs, understanding the differences among the generations is a first step to bridging any gaps.
NOW IT'S YOUR TURN: What is (or should) your company be doing to bridge the CPA generation gap?
COMMENTS: Rants, raves, idle thoughts, or questions on research, contact Rick Telberg.
