BUILDING A FUTURE-READY WORKPLACE ATTRACTING, ENGAGING & RETAINING YOUNGER TALENT BY ALEXANDRIA A. ROMERO, CPA, MPACC, GALASSO LEARNING SOLUTIONS AS THE ACCOUNTING PROFESSION CONTINUES TO EVOLVE amid changing expectations, emerging technologies, and shifting demographics, one priority stands at the forefront: building a workplace that not only attracts younger talent but also keeps them engaged and inspired for the long haul. Firms and finance departments alike are realizing that traditional pathways, rigid expectations, and outdated workplace norms are no longer sustainable in an environment where younger professionals are seeking meaningful work, transparent leadership, and flexible structures. Creating a future-ready workplace requires more than just adjusting policies, it demands a deliberate cultural shift rooted in respect, development, and adaptability. UNDERSTAND WHAT YOUNGER TALENT VALUES Younger professionals bring with them a strong desire for purpose, connection, and progress. They are driven not only by professional success, but also by the ability to contribute meaningfully to their teams, communities, and the broader mission of their organizations. This generation is asking for clarity, flexibility, and growth. That means organizations must reframe the conversation from “How can they fit into our model?” to “How can we evolve our model to better support their potential?” It all starts with listening—genuinely and consistently. When younger team members raise concerns about being overworked, underpaid, or unappreciated, these sentiments should not be viewed as complaints but as early indicators of disengagement. These are signals that something must shift. CREATE A CULTURE OF BELONGING One of the most powerful tools for retention is fostering a true sense of belonging. This goes beyond social connection; it’s about building a workplace where individuals feel safe to share ideas, challenge convention, and grow. It’s about honoring differences in backgrounds, lived experiences, and communication styles. It’s also about employees seeing themselves reflected in the company’s values and leadership practices. Ways to strengthen belonging in the workplace include the following: 5Empathetic leadership: Invite feedback and engage in active listening. Be aware of nonverbal signals and listen without immediately offering solutions. Validate lived experiences without defensiveness. 5Cultural awareness: Learn about and celebrate team members’ diverse backgrounds, work styles, and traditions. Avoid assumptions; ask respectful questions. 5Strong onboarding programs: First impressions matter. A thorough and welcoming onboarding process that explains the “why” behind procedures helps build early connection and confidence. 34 Nebraska CPA
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