Culture Eats Strategy for Breakfast! 70% of Staff Quit for This One Reason

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Hi everyone,   

When firms think about growth, they usually go straight to numbers.  

More clients. Bigger teams. Higher revenue. But in the race to scale, there’s something almost every firm overlooks—culture. 

And that’s where it starts to fall apart. 

Offshoring Without Culture is a Ticking Time Bomb 

Offshoring can be a game-changer—but only if you get the people side right. 
Many firms treat it like a cost-cutting exercise. They find a provider, sign the contract, and assume the job’s done. 

But when you don’t invest in the culture of your offshore team, you end up with disconnected people, high turnover, and a revolving door of mediocrity. 

And if you think your clients won’t notice, trust me—they will. 

Culture Builds Trust. Trust Drives Everything. 

Great teams don’t just follow instructions—they take ownership. 
But that only happens when they feel like they belong. When there’s clarity, consistency, and mutual respect. 

You can’t fake culture. You can’t outsource it either. It starts at the top—with how you lead, how you communicate, and what you stand for. 

Whether your team sits in London or Lucknow, the principles are the same: People show up when they feel seen and valued. 

Why Culture Isn’t Optional 

Most firms that struggle with quality or retention think they have a hiring problem. But more often than not, it’s a culture problem in disguise. 

You can keep hiring the best accountants on paper—but if they don’t feel connected to your firm’s vision, values, and people, they won’t stay. And while they’re around, they won’t perform at their best either. 

Culture is what makes people care. It creates buy-in. It shapes how team members show up—especially when you're working across time zones, borders, and screens.  

Without it, you're just managing people. With it, you're building a team. 

And the data backs it.

That’s not fluff. That’s the real cost of neglecting culture—and the real upside of getting it right. 

You Can’t Scale What’s Broken 

We’ve worked with firms who’ve hired aggressively offshore, only to find themselves firefighting six months later. Poor communication, inconsistent work, lack of initiative—none of it due to talent issues.  

All of it down to misalignment. 

And once that sets in, trust erodes. Deadlines slip. Quality suffers. Clients start asking questions. Eventually, the firm either resets the whole operation—or gives up on offshoring altogether. 

But it’s rarely offshoring that fails. It’s the absence of a system that binds people together and makes them feel part of something bigger. That’s what culture does—it turns a group of individuals into a high-performing team. 

If you’re scaling without that glue, you’re not really building capacity. You’re just stacking bodies. And that’s not sustainable. 

What We’ve Done at Samera 

We’ve spent years building our offshore team in India—not just the infrastructure, but the mindset. 

We run monthly catch ups, celebrate small wins, talk about our values often, and make sure every person understands the impact of their work. 

There’s transparency, accountability, and trust—because that’s how we’ve chosen to lead. And it shows up in the quality of service we deliver to firms who partner with us. 

That’s the culture we’ve built. And that’s the culture we help others build too.

Know More About The Samera Way!

If you want to really see how a productive and supportive culture flourishes at Samera, join me on 23rd April, 11AM GMT for The Samera Way webinar where I go in-depth on the principles and strategies that have helped me cultivate a growth and happiness-centred accountancy firm.

Cheers,

Arun

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