Top Talent Isn’t Leaving for Money—They’re Leaving for Meaning

There’s a dangerous assumption I keep seeing in the accounting world:

“If we lose someone, it must’ve been about compensation.”

But here’s what I’ve learned after years inside the profession:

Your best people don’t leave because of money. They leave because of meaning.

Especially now—when the market is uncertain, teams are stretched, and the future feels fuzzy—your most talented team members are watching closely.

And if they don’t feel seen… If they don’t see a path forward… If they don’t believe in the vision…

They won’t stay.

Not because they’re disloyal. But because you haven’t given them a reason to stay.

The best firms retain talent by offering:

✅ Clear direction

✅ A sense of progress—even if promotions are on hold

✅ A culture of trust and transparency

✅ Leaders who communicate boldly, not cautiously

Culture Eats Strategy For Breakfast

If you’re losing great people—or afraid you might be soon—don’t look at your comp structure.

Look at your culture.

Try this:

🔵 Ask a rising leader, “What keeps you here—and what would make you leave?”

🔵 Share the firm’s strategic direction, even if it’s evolving

🔵 Assign one meaningful leadership project to someone who hasn’t had a shot yet

Uncertainty magnifies culture. It either builds trust—or exposes gaps.

The firms that come out stronger will be the ones where leadership shows up—not just with plans, but with presence.

Because in times like these, people don’t just want a paycheck. They want to belong. They want to matter. They want to know you’re still building something worth staying for.

P.S. I help CPA firm leaders retain and elevate top talent by building a culture rooted in trust, transparency, and purpose—especially when times are tough. If you want to do more than keep seats filled—if you want to build a firm no one wants to leave—DM me “Team.”

 Until Next Time!