decoding the Gen Z exodus: 3 ways to stop the two-year itch in your F&A team.

tl;dr:

• What is recently called the "Gen Z exodus" in F&A is a major problem, with 40% of young professionals planning to leave their jobs within two years.
• This high attrition is driven by a lack of perceived impact, outdated technology, slow career progression, and a poor work culture that doesn't prioritise mental health.
• To combat this, F&A leaders must integrate modern technology, establish clear career pathways and prioritise well-being.
• Ultimately, addressing these factors is crucial for building a future-ready and loyal finance team.

Are you grappling with a two-year turnover cycle that feels impossible to break? You’re not alone. The “two-year itch” for Gen Z professionals is a very real challenge, and it's hitting the finance and accounting (F&A) sector particularly hard. A survey found that 40% of Gen Z employees planned to leave their jobs in the next two years, a number that highlights a significant employee retention problem. This phenomenon, often dubbed the "Gen Z exodus," is forcing F&A leaders and HR business partners to confront a difficult truth: the traditional workplace isn’t working for the Gen Z workforce.

The main idea of this blog is straightforward but powerful: to stop so many finance team members from leaving early, leaders need to rethink entry-level jobs completely. This isn’t just about small changes — it means creating roles that let new hires make a real difference from day one, use the latest technology, and have clear paths to grow their careers. The old way, where young professionals get stuck doing boring, repetitive tasks, only pushes them away faster.

why are Gen Z professionals leaving F&A roles early?

To solve the problem of Gen Z attrition in finance, we must first understand its causes. The reasons are multifaceted and go far beyond a simple desire for more money. Gen Z’s expectations of the work culture and their place within an organisation are fundamentally different from those of their predecessors.

• lack of impact and purpose: Gen Z seeks purpose-driven work. They want to know how their contributions matter. Traditional F&A roles, with their focus on repetitive, manual tasks like data entry and reconciliation, often fail to provide this visible sense of purpose. They're left feeling like cogs in a machine, not valuable contributors. Randstad's 2025 Workmonitor survey, which covered over 35,000 employees in 34 markets worldwide, revealed that both Gen Z (ages 18–24) and Gen Y (ages 25–34) would resign if their job negatively impacted their well-being
• outdated technology and legacy systems: As digital natives, Gen Z has grown up with intuitive, fast-paced technology. They expect the same in the workplace. When faced with clunky, outdated legacy systems and manual spreadsheets, their productivity and morale suffer. The use of antiquated tools is a major turn-off and a signal that the company is not future-forward.
• slow career progression: For Gen Z, a finance career isn't a 40-year climb up a rigid ladder. They expect accelerated career progression and transparent pathways. The idea of waiting years for a promotion is a non-starter. This desire for rapid advancement often leads to job hopping as a primary method of gaining new skills and moving up.
• work culture & well-being: A key part of Gen Z’s work culture expectations is a strong emphasis on flexibility, team building, and mental health support. A survey by PwC found that 37% of British 18–24-year-olds had seriously considered leaving their jobs in the last year, with mental health being a major driver for this decision. Traditional F&A firms, which may still hold onto rigid office hours and a hierarchical structure, are often seen as failing to meet these critical needs.

how can modern technology and immediate impact boost Gen Z retention?

If you want to keep your Gen Z talent engaged and committed, embracing modern technology isn’t just an option—it’s essential. The first two pillars of a winning retention strategy are closely linked: technology and meaningful impact. By integrating the latest tools into junior roles, you make these positions far more stimulating and rewarding for the young professionals on your team. Here’s how you can do it:

• empower your juniors with data and visualisation tools: Stop relegating junior finance and accounting (F&A) staff to endless spreadsheet grunt work. Instead, equip them with powerful data analytics and visualisation platforms like Power BI or Tableau. This turns raw data into compelling stories that influence real business decisions. When your juniors move from merely inputting numbers to uncovering insights, they gain an immediate sense of purpose and achievement—exactly what motivates Gen Z. They aren’t just cogs in the machine; they become storytellers and problem-solvers, adding real value every day.
• invest in AI-driven platforms to free up time for strategic work: AI in finance isn’t just a buzzword—it’s a game changer for how you retain talent. Automating repetitive tasks like invoice processing, expense management, and compliance reporting frees your juniors from tedious duties. This aligns perfectly with Gen Z’s knack for technology and their hunger for purposeful work. According to the Bank of England, AI can save employees hours that would otherwise be swallowed by mundane tasks. That time can then be invested in learning new skills, tackling strategic projects, and preparing themselves—and your business—for the future finance landscape. Imagine your team not just completing tasks, but innovating and growing professionally every day.

how can clear career pathways and continuous learning retain young F&A talent?

The final—and arguably most critical—element in retaining young finance and accounting talent is offering a clear, inspiring career roadmap. Gen Z craves accelerated progression, and organisations must meet this expectation with transparent, well-structured development plans that fuel ambition and confidence.

• Transparent and accelerated paths: Avoid leaving Gen Z guessing about their career trajectory. Outline and communicate fast-tracked career paths clearly. For example, define what milestones a junior accountant must reach within the first two years to become an analyst, detailing key skills and professional qualifications like ICAEW or CIMA required at each level. This level of clarity serves as a powerful retention tool by giving employees tangible goals and signalling the firm’s genuine investment in their future.
• Mentorship and upskilling training: Young professionals want growth, not just management. Establish formal mentorship programmes connecting them with experienced senior leaders for personalised guidance and support. Pair this with ongoing upskilling opportunities—especially in cutting-edge areas like ESG finance, digital transformation, and data analytics—to keep teams future-proof. As the finance landscape evolves, continuous learning not only boosts capability but also shows employees the firm prioritises their career longevity, significantly enhancing loyalty.
• Feedback and recognition: Frequent, constructive feedback is essential. Gen Z thrives on knowing how they’re doing and where they can improve, making regular check-ins a must beyond the annual review. Moreover, celebrate achievements—big or small. Genuine recognition nurtures a sense of belonging and motivates continued excellence, fostering a vibrant, positive workplace culture that young talent want to stay in.

By combining clear career pathways with meaningful mentorship, skill enhancement, and ongoing feedback, you and your firm can create an environment where young F&A professionals feel valued, inspired, and committed to growing within the organisation.

building a future-ready finance team.

The Gen Z exodus poses a major challenge for the F&A sector—but it’s far from unbeatable. By truly understanding and meeting Gen Z’s priorities—immediate impact, cutting-edge AI tools, fast and transparent career growth, and a culture that values flexibility and well-being—F&A leaders can turn retention struggles into a powerful advantage. 

Revamp entry-level roles to offer meaningful, data-driven contributions from day one. Embrace AI-driven technologies to streamline tasks and unlock strategic thinking. Build clear, accelerated career pathways with mentorship, upskilling in future finance trends, and regular recognition. 

This approach doesn’t just retain talent—it shapes a future-ready finance function that’s agile, innovative, and poised to lead in a rapidly evolving business world.

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