Post-pandemic, the hybrid work model has become standard across much of the accounting profession. Yet its long-term impact on retaining senior talent is less understood. As more experienced professionals reassess career longevity, firms must consider whether current models truly support leadership retention and continuity.
Building a Workforce Strategy That Supports Senior Expertise
A robust workforce strategy needs to account for more than just productivity and flexibility. According to ACCA’s 2024 Global Talent Trends Survey, 68% of senior finance professionals value autonomy and flexible location options. However, 52% also report feeling less connected to mentoring and strategic decision-making when working remotely.
The issue extends beyond early-career attrition. A 2025 CAPA commentary notes that pipeline declines aren’t just a recruitment problem; they also reflect retention failures, with experienced professionals leaving the profession amid shifting expectations and reduced leadership engagement.
To mitigate this, firms should begin to apply a hybrid work model, relevant to the employee’s respective role. For instance, senior client-facing professionals may benefit from structuring their in-office time around major engagements, leadership meetings, or mentoring sessions. This helps balance the flexibility they value with the visibility firms require to support succession planning and institutional knowledge sharing.
Benefits of Hybrid Working
When implemented with intention, the hybrid work model offers substantial value. It reduces commuting stress, allows better control over schedules, and gives senior staff flexibility to manage family, health, or professional development goals.
Yet these benefits of hybrid working only support retention when paired with structured leadership engagement. A recent Mercer/AECOM survey found that 56% of employees said they would consider changing employers if flexible work options were unavailable post-pandemic.
Firms investing in hybrid mentorship programmes and senior visibility days often report stronger staff morale and reduced early exits. In this context, the real effectiveness of a hybrid work model depends on how well it supports leadership participation and continuity, more than where the work is done.
Preventing Talent Drain with Smarter Retention Models
For senior accountants, retention is about more than flexible hours or remote access. It hinges on whether the benefits of hybrid working policies reflect long-term career progression, leadership development, and team cohesion. When mid-level professionals struggle to see a path forward (especially in flatter post-pandemic team structures), attrition risk increases.
Accountants in leadership roles often serve as anchors for compliance, client trust, and continuity. As such, retaining this tier is vital to sustaining a firm reputation and operational resilience. To reduce the risk of premature exits, firms must rethink the hybrid work model as part of a broader workforce strategy that includes succession planning, coaching opportunities, and regular in-person strategy sessions.
For practices unsure how to evolve these frameworks, engaging with an international association like INAA can provide valuable insight into how firms across diverse markets are navigating similar retention pressures. Through knowledge-sharing, joint initiatives, and expert-led forums, members can explore proven ways to support senior talent while adapting to flexible working realities.
Rethinking Hybrid to Retain Talent: How INAA Can Help
The hybrid work model is here to stay, but unless accounting firms rethink how these models support senior professionals, they risk losing core leadership capacity. A thoughtful approach to visibility, mentorship, and strategic alignment is essential to talent resilience.
INAA’s global member firms offer advisory expertise to help accounting practices of all sizes future-proof their workforce strategy. From hybrid mentoring programmes to international best practices, INAA helps turn flexible work from a risk into a retention asset.