Meet Mike, the owner of McLenehan and Associates. He owns an accounting firm with 16 team members and over 1,000 clients.

In this episode, we discuss how he moved his team from a 60 to 32-hour work week… without sacrificing firm output! We also talk about the benefits his firm saw, such as attracting and retaining top talent.

Show Notes:

Host:
Welcome back to another episode of The Accounting Firm podcast where we bring you valuable discussions and insights from accounting firm owners. I’m your host, Shahram Zarshenas and in today’s episode, we’ll be diving into the journey of a firm that successfully transitioned from a traditional 60-hour workweek to a more balanced 32-hour workweek. Joining us today is Mike, the owner of McLenehan and Associates Welcome to the show.

 

Guest:
It’s a pleasure to be here and share our experience with your listeners.

 

Host:
We’re thrilled to have you here. So, let’s start at the beginning. What motivated your firm to consider transitioning to a shorter workweek?

 

Guest:
We noticed that our team members were experiencing burnout and a decline in productivity due to the demanding work hours. We wanted to prioritize their well-being and create a better work-life balance. Additionally, we believed that by adopting a shorter workweek, we could attract and retain top talent in the industry.

 

Host:
That’s commendable. So, how did you go about implementing this change within your firm?

 

Guest:
It was definitely a process. We began by conducting surveys and having open discussions with our team members to understand their needs and concerns. We also sought input from experts in work-life balance and productivity. Based on the feedback we received, we developed a phased approach to gradually reduce the workweek hours while maintaining high-quality service to our clients.

 

Host:
It’s great to hear that you embraced flexible work arrangements. How did your clients react to these changes?

 

Guest:
Initially, there was some skepticism from a few clients who were accustomed to the traditional 9-to-5 model. However, we made sure to communicate the benefits of our approach and reassure them that the quality of service would not be compromised. We were transparent about our commitment to excellence and demonstrated how the shorter workweek positively impacted our team’s performance and well-being. Over time, our clients came to appreciate and value the new working model.

 

Host:
That’s impressive. Did you face any challenges during this transition?

 

Guest:
Change is never easy, and we encountered some resistance within our firm as well. It required a significant shift in mindset and a commitment from everyone involved. We had to invest in training and support to help our team members adapt to the new way of working. It took time and effort, but the positive results we saw made it all worthwhile.

 

Host:
And what were some of those positive results?

 

Guest:
Well, first and foremost, we saw a significant improvement in employee satisfaction and engagement. Our team members were happier, less stressed, and more motivated to deliver exceptional service. We also noticed a reduction in turnover rates, as our firm became an attractive workplace for talented professionals seeking a healthy work-life balance. The shorter workweek allowed our team members to pursue personal interests and spend more time with their families. This improved their overall well-being and contributed to a positive company culture. 

From a business standpoint, our transition to a 32-hour workweek also had financial benefits. Contrary to initial concerns, our revenue remained stable, and we even saw an increase in client satisfaction. Clients appreciated our responsiveness and the enhanced focus and attention we could provide within the reduced work hours

 

Host:
That’s a valuable insight. Now, looking back, what advice would you give to other firms considering a transition to a shorter workweek?

 

Guest:
I would emphasize the importance of involving your team members throughout the process. Seek their input, understand their needs, and address any concerns they may have. Change management is a collaborative effort, and having the support and buy-in of your team is crucial for a successful transition. Additionally, invest in training and support to help your team members adapt to the new work structure. 

Provide them with the necessary tools and resources to optimize their efficiency and productivity. It’s also essential to foster a culture of work-life balance and well-being within the firm, where employees feel valued and supported. 

Lastly, be prepared for challenges and be patient. Transitioning to a shorter workweek is a significant change that requires time and adjustment. It’s important to stay committed to the process and continuously evaluate and refine your approach based on feedback and results

 

Host:
Thank you, Peter, for sharing your valuable insights and experiences with us. It’s inspiring to hear how your firm successfully implemented a shorter workweek and prioritized the well-being of your team.

 

Guest:
Thank you, Shahram. It was a pleasure to be part of this discussion