Burnout has been an issue for accounting firms for a long time—particularly during peak seasons. Long hours, tight deadlines, pressure from clients and increasing regulatory complexity create a culture where exhaustion is sometimes considered the price of success. But this approach is unsustainable.
Firms that don’t address burnout risk losing talent, struggling with low morale and seeing declines in both productivity and client experience.
One way to prevent burnout and improve employee retention is through process optimization. By leveraging automation and better allocating resources, you can create a more sustainable and rewarding environment for your team.
So let’s explore how process optimization supports employee well-being and drives better business outcomes.
Optimize workload management to prevent burnout
Burnout in firms isn’t just about long hours; it’s often due to inefficiently planning resources and distributing work. Partners and managers tend to turn to the same high-performing employees, leading to uneven work distribution that accelerates burnout.
Firm leaders should proactively plan for peak periods by:
Using past years’ workload data to forecast capacity needs and anticipate bottlenecks
Outsourcing lower-level tasks or hiring seasonal support to prevent overburdening full-time staff
Distributing work equitably and avoiding the tendency to overload top performers
Considering a pool model rather than assigning projects based on familiarity or perceived ability
Leverage automation and AI to reduce repetitive work
Another way to improve efficiency is automating repetitive tasks. This allows employees to focus on higher-level work. Many firms already use AI-powered solutions to:
Automate data entry and reconciliations
Standardize client onboarding processes
Streamline tax return preparation and error-checking
Automation reduces the manual workload and improves accuracy, turnaround time and overall job satisfaction. Employees who can focus on more strategic and client-focused work are more engaged and less likely to experience burnout.
Provide real-time feedback and continuous learning
Lack of clear feedback is a major stressor for employees. Often, managers don’t address problems until performance reviews, leaving employees feeling uncertain about expectations. Instead, firms should:
Offer real-time feedback on client work
Conduct debriefs after large projects, focusing on what went well and what could improve
Use feedback sessions to train employees so they’re constantly developing new skills
When employees feel supported and receive consistent guidance, they’re more confident in their work and less likely to experience burnout.
Foster a culture of work-life balance
Preventing burnout is more than reducing the workload; it’s about creating a culture that values work-life balance even during the busiest times.
Firms can help employees find work-life balance by:
Allowing flexible work hours where possible
Supporting remote work or hybrid schedules to reduce commuting stress
Implementing ‘no-meeting’ days or hours to allow for uninterrupted focus time
Celebrate milestones and offer non-monetary rewards
Acknowledging employees’ hard work doesn’t always require financial incentives. You can show your appreciation by:
Recognizing teams when they complete large projects
Offering additional time off after tax season as a thank-you to employees for working long hours
Creating a culture of appreciation with peer recognition programs
These small actions go a long way in improving morale and keeping employees engaged year-round.
Standardize processes for efficiency and fairness
Many firms create inefficiencies by allowing too much variability in processes. Standardized processes ensure no single employee bears the burden of knowledge because everything is documented and repeatable.
Don’t allow your processes to include variations for a partner’s personal preferences. Identify the firm preference to create efficiency.
Regularly conduct workload audits to identify inefficiencies and areas for improvement.
Track metrics
Track metrics like turnaround time on client engagements, employee satisfaction scores from internal surveys and realization and utilization rates.
When you actively monitor and refine your processes, employees feel supported and valued—reducing turnover and improving retention.
Process optimization through better workload management, automation, continuous feedback, and a strong culture of balance creates a sustainable, motivated and high-performing workforce.
We don’t have to accept burnout as a norm. With the right strategies, you can build a healthier, more sustainable work environment that attracts and retains top talent for the long haul.
Could your firm’s HR and talent leaders benefit from a peer network?
The Boomer Talent Circle is a community of talent leaders from forward-thinking firms who are committed to aligning human resources and firm strategy at the highest levels. Apply now to start shaping your firm for the future.
As the Operations Strategist for Boomer Consulting, Inc., Jacqueline plans, specializes in driving organizational growth and cultivating internal excellence in diverse areas, including human resources, performance management, training and development, compliance, recruiting and intellectual property protection.
In addition, Jacqueline works closely with leadership to evaluate and implement business processes and create a company culture that ensures each team member feels valued and empowered to contribute their best. This effort includes supporting our Allyship for Diversity commitment at BCI, which seeks to strengthen diversity, equity and inclusion within Boomer Consulting and the accounting profession. Jacqueline also works on the strategy and development of our eLearning initiatives.
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