Your Best Accountant Is About to Leave and You Don’t Know Why

Hi everyone,   

Finding good accountants is hard. Keeping them? Even harder. 

Every firm wants to blame the usual suspects: salaries, better offers, “Gen Z doesn’t want to work.” But most of the time, that’s not it. They’re not leaving the profession. They’re leaving you. 

Because while firms are obsessing over timesheets and deadlines, the best people are quietly walking out the door—frustrated, unheard, and uncertain about where they fit. 

Let’s break this down. 

Bad Communication = High Turnover 

Most attrition issues are rooted in something very basic: broken communication. Accountants often don’t leave because of the work—they leave because no one told them why it mattered. 

Too many managers give feedback only when something goes wrong. Or worse, they give none at all. When people don’t know what’s expected, how they’re doing, or where they’re heading, they disengage.  

And when they disengage, they go looking elsewhere. 

Culture, Clarity & Coaching: The Retention Trifecta 

Ping pong tables and Diwali bonuses are great. But culture is built during the regular day-to-day. In how leaders show up. In how juniors are mentored. In how wins are celebrated and losses are handled. 

Clear career paths matter. People need to know what the next step looks like, not just "work harder and we’ll see." If they can’t see a future with you, they’ll build one elsewhere. 

And let’s talk about coaching.

Key to remember is training is not a PowerPoint. It’s about upskilling people for tomorrow, not just today’s workflow. The firms that invest in this? They’re the ones keeping their A-players. 

 Perks Don’t Retain. Leadership Does. 

You can’t fix weak leadership with free lunches and LinkedIn badges.  

If your managers don’t inspire, guide, or support, no amount of HR policy can save the day. Great leadership is about building trust, setting standards, and giving people the confidence to grow under your roof. 

Attrition isn't always about leaving. Sometimes, it’s about not wanting to stay. 

How We Do It at Samera 

Our India team isn’t just an extension of us—it is us.  

We’ve built a culture that values transparency, mentorship, and growth. From regular upskilling sessions to clear growth plans—we treat our offshore team like they’re core, not second-tier. 

If you’re serious about building a stable offshore team, we can help you build a setup in India that people want to be part of for the long haul. 

Book a call with us: 

Cheers, 
Arun