In this episode of MOVE Like This, Bonnie Buol Ruszczyk is joined by Kristi Epp, Tax Partner, and Amber Schrock, Advisory Partner and Las Vegas Market Leader at Frazier & Deeter, for a candid conversation about how accounting firms are evolving, and what leaders must rethink to keep their people engaged. Kristi and Amber share their own career paths and why they’ve built long-term careers at Frazier & Deeter, pointing to mentorship, transparency, and a culture that prioritizes people alongside performance.
The discussion explores how the profession has shifted dramatically in the past few years, from the normalization of remote work and automation to growing complexity driven by regulation, consolidation, and private equity. Kristi and Amber also address why younger professionals are pushing back on the traditional busy-season grind, and why that resistance isn’t about entitlement, but about motivation, clarity, and sustainability. At Frazier & Deeter, success is measured less by hours logged and more by effectiveness, growth, and long-term engagement.
The conversation goes deeper into DEI, belonging, and pay equity at a time when many firms are retreating from these efforts. Amber shares how Frazier & Deeter’s employee-led FD IDEA initiative and affinity groups create connection and psychological safety, while Kristi explains why true compensation equity goes beyond “market pay” to include trust, transparency, and opportunity. Together, they offer practical insights for firm leaders navigating retention challenges, and a clear reminder that firms investing in belonging and honest leadership are the ones best positioned for the future.
Key Takeaways:
- Rethink What Motivates Talent: Today’s accounting professionals, especially younger staff, are driven by meaning, growth, and balance, not just compensation or title.
- Build Belonging with Intention: Programs that foster connection, mentorship, and psychological safety have a measurable impact on engagement, retention, and career longevity.
- Go Beyond “Paying Market Rate”: True pay equity requires internal transparency, consistency, and equal opportunity for impact, not just external benchmarking.
- Support Mental Health Proactively: Investing in mental health and coaching resources signals that people truly come first and helps sustain performance over the long term.
- Listen Before You Lose People: Firms that create space for honest feedback, and act on it, are far better positioned to retain top talent and adapt to change.
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