5 Ways to Motivate and Inspire the Next Generation

by Nicole DeRosa, CPA, MAcc, SKC & Co. CPAs and Brand Ambassador at UWorld Accounting – June 12, 2025

An organization’s most important asset is their people; yes, it is that plain and simple. According to the U.S. Department of Labor, while Millennials still make up the largest share of the labor force, Gen Z professionals have officially surpassed the number of Baby Boomers. Bridging generational gaps and helping to motivate emerging leaders is a key component to elevating any organization. Here are five tips to help you do just that:

Enable connection to a purpose; discover their “why.” The saying, “if you love what you do, you’ll never work a day in your life” always sounds so cliche, but it is true. If you are engaging in activities daily that bring a sense of fulfillment and joy, work will feel less like work. When a person truly believes what they are doing matters to the organization s overall mission, they are likely to be more productive and remain engaged. Take it one step further and learn what personally motivates your people. Get creative. Find a way to integrate their why so there is a deeper purpose in the workplace. Charitable initiatives, running clubs or coordinated events could be a great way to get people involved and bring a sense of fulfillment.
Implement a people-first culture. Do what you say, say what you do. It is one thing to say, “we appreciate our people” but it is another thing to show your people that you actually appreciate them; actions will always speak louder than words. Offer incentives and non-financial rewards such as charitable initiatives that are near and dear to an employee s heart, thoughtful gifts, wellness incentives and/or benefits. Unpopular opinion: The days of “Bagel Wednesday” or “Pizza Friday” just do not cut it anymore. Acknowledge a job well done with a note of recognition or shout out and, most importantly, set the tone at the top so the culture is embraced at every level.
Foster an environment for mentorship opportunities. Whether it is a formal or informal mentorship, these relationships are integral for both the mentor and the mentee. True mentorship relationships are a two-way street for growth and a win-win at the organization level at large. Foster an environment that provides employees with training opportunities by career stage or by level. Utilize SMART (specific, measurable, achievable, relevant and time-bound) goals to measure growth and embrace feedback along the way, always remembering that it is equally important to know how to provide appropriate constructive feedback.
Allow employees time to reset. Times have changed and technology has advanced this we know to be true. The love-hate relationship with technology is that we are always on. Closing the office for a long weekend outside of normal holidays or perhaps extending holidays is a great way to allow your people time to rest, reset and come back refreshed. Offer floating holidays, implement summer hours and communicate to clients when closing the office that email responses may be delayed due to the closure. There is a right and wrong way to implement this as well as expectations that will still need to be met, but it can be done. If an organization is serious about providing their employees with time to reset, leadership will be at the forefront and set the tone.
Be consistent. In all things, consistency is key. Evaluate what works and what does not work by actually listening to your people. The Best Place to Work survey once a year should not cut it for this. Internal pulse surveys throughout the year, a virtual suggestion box (that is actually anonymous) and postmortem debrief meetings are all great ways to foster an environment that enables regular, open communication. Oftentimes initiatives start off strong but lose traction along the way; slow and steady will always win the race.

Nicole M. DeRosa

Nicole DeRosa, CPA, MAcc, is the director of tax with SKC & Co. CPAs, LLC and is a brand ambassador at UWorld Accounting. She is a member of the NJCPA Strategic Planning Committee.

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