{ "media_type": "text", "post_content": "Is it just me or have you noticed that the majority of staff these days are soft (ie can’t handle the long hours, complain more, feel entitled to work from home, quit earlier, can’t handle criticism)", "post_id": "5acda88df1eac000188e7046", "reply_count": 55, "vote_count": 76, "bowl_id": "564a5cdb94887803001dd07c", "bowl_name": "Accounting" }

Is it just me or have you noticed that the majority of staff these days are soft (ie can’t handle the long hours, complain more, feel entitled to work from home, quit earlier, can’t handle criticism)

likeuplifting
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Honestly it depends on the manager. I’m a senior so I’ve been working the long hours for a couple years now but if you are a terrible manager I’m going to complain about the hours. There are some managers that I would gladly stay 24 hours for because they treat me like I’m human (nice, appreciative, give both positive and developmental feedback). On the other hand I have a terrible manager that it just bothers me whenever he gives me work. He’s inconsiderate, shits all over me, never gives me constructive feedback. His feedback is always "well you missed this.” People just want to feel appreciated so if you start treating your staff like humans and acknowledging that public accounting isn’t life, then they’ll be willing to go above and beyond for you. You just have to deserve it

likeupliftinghelpful

This was interesting & I know I’m super late to the party. I see both sides of the coin here. OP - I think the issue is that right now expectations about work and reward are not aligned. Ie rewarding appropriately for the work put in. I have always thought that if I don’t prioritise work I can’t expect an early promotion, but I’m not sure everyone agrees with that. @everyone saying leadership is the issue - I think there is only so much that leadership can do to change a mindset about how people approach work if some people don’t fundamentally like the job and are just doing as a next paycheck. Agree that leaders need to look long and hard about how they are training, leading and inspiring, but there needs to be accountability on both sides. We need to acknowledge the world is changing, and change our mindsets, decision making, and leadership styles to suit.

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Soft? Or maybe they’re standing up for themselves as they should. No need to work as a slave when telecommuting is a thing. Also, we’re not saving lives in public accounting so work shouldn’t be that much of a priority over living life

likesmart

Sorry that work isn’t the end all be all of my life

likeupliftingsmart

Your staff are a reflection of your leadership. Based on your post I would bet you are a terrible leader who couldn’t motivate a goldfish to swim. What your really asking is why aren’t we as soft as you were. It sounds like you couldn’t bring yourself to do any of those things as a staff. Sad... Congratulations on making it to manager your are officially bottom girl. We are all impressed.

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I feel the issue here is management. Sorry to turn this back at you. When my staff messes up, I feel like I failed in teaching them. When they succeed and deliver good work, I'm proud as they can be. Things trickle down. Teach! Lead! Own your business! Be the role model you want them to have. When I work with inconsiderate superiors (including partners) I will not give my 100%. I will not work 14 hrs to give you a complete product if you sat on it for 1 month. But if you've managed your workload and client accordingly, I will go 20 hrs straight to help you to the finish line. Ask yourself why? Stop pointing fingers at 22 yo graduates that have no clue about life. Teach them how to succeed and they will work hard to do it!

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what you described sounds more like slavery

likehelpfulfunny

PWC4 and Manager OP are the problem with PA! Lock em up on the same project !

likefunny

Lol toxic egos like this poster are what drive us away, not hard work ... sorry we’re not desperate enough to slave through 11-month busy seasons for you for peanuts. Some of us quit for better paid, better hour opportunities - crazy right ?!? The attitude of having staff to abuse is disgusting, and if that’s some sort of “tradition” you need to uphold, you should think about why you uphold it.

likehelpful

If you think B4 is more flexible then industry you are not just drinking the cool aide you are the cool aide man.

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likefunny

No, the manager is right. Public accounting's profit margin is built on the occasional rough patch of overtime and there's wholesale more resistance to it. Theoretically the center of excellence, GDM, etc. are preserving the margin, but yeah, I've seen a shift. Some of these new associates wouldn't have lasted a day under the oppressive teams of yesteryear. Just remember, everyone: work's being automated and accounting is one of the last safe fields left. The hordes are coming and will gladly work the overtime you won't.

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Lmfao. So now standing up for yourself is soft? I'm sure you're a treat to work with

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I’ve been doing this a long time. When I was a senior, I thought the staff (Gen Xers) were the exact same things you’re saying about Millennials. Soft, lazy, not willing to do what it takes etc . It’s completely a matter of perspective. 5 years from now, those staff will be complaining about the next crop that shows up. They just need to figure it out. Most do. Millennials get a bad rap imo. The “kids” in my office are respectful, hard working and honest. They just appreciate that this isn’t all there is to life. My generation missed that at times.

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I’m confused. The first couple of things you noted to describe staff make them seem smarter to me and value work life balance. I guess it’s just how you look at it.

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Deloitte 2, I don’t think anyone here assumed OP was a woman. If you are referring to Senior Associates 1’s comment about “bottom girl,” I think that is a colloquial reference to someone who is the best at something. It is not a gender assumption. Even if it is, I don’t think it is fair to say that “we” assume OP is a woman because of one comment. It seems reflective of you that you would jump to that conclusion and then feel comfortable with a sweeping accusation.

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Seems more strong than soft. Demanding better hours, more flexibility, not willing to deal with a-hole management - that’s strength. And they seem to be winning - does that make management “soft” that we acquiesce to their demands? Or is it just recognition of the trends in the marketplace and supply/demand? When times are good, supply of really good people is short, and other companies are providing flex hours, etc it may just be reacting to the market.

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This post is awesome. I'm not even gonna get into the debate, I see both sides. I just want to thank SA1 for bringing "bottom girl" aka #1 prostitute into the conversation... Best part of my morning so far. 😂

likefunny

Not a millennial but after 3 years of almost constant “fire drills” my attitude changed. I needed time off and regular connection with my family. I realigned my thinking and drew lines in the sand. Once I leave the office and a home I don’t pick up (around 8) for certain people. Weekend are sacred unless I agree to a call during the week and anything else can largely go screw. 14 years in and I finally realized I needed boundaries. We will see if it lasts.

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Preach it Tax accountant 1. 20 years in PA .. people go the extra mile when they feel valued appreciated learning the why's of tax or assurance and compensation is well done and fair. Enough with processes etc thinking that will solve issues..respect and treating the people who bust their butts for partners every day is how you solve your issue s

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If you find a majority of your staff are not performing to your standards, you may want to consider whether the issue is more about leadership and less about work ethics.

likehelpful

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