For decades, the 40-hour work week has been the gold standard in professional life. In accounting, it’s often not even the baseline. Fifty or sixty hours during busy season is still considered normal in many firms. But what if that standard no longer makes sense? What if the belief that more hours equals more output is actually holding us back?
In a recent episode of the CPA MOMS Podcast, guest Amy Horner, CPA, DBA, challenged listeners to reconsider the cultural norms that define success in accounting. One of the most powerful ideas she shared was this: working fewer hours can actually lead to greater results. Not just in volume, but in quality, creativity, and sustainability.
The Myth of the 40-Hour Metric
The 40-hour work week wasn’t designed for the world we live in today. It originated during the industrial era, when physical labor was the norm and time spent on the job directly impacted production. But in today’s knowledge-based, tech-enabled world, productivity isn’t measured by time. It’s measured by results.
Yet many firm owners still use hours as the primary measure of value. This creates a cycle where people stay late, stretch their days, or feel pressure to appear busy, even if their output suffers. Over time, this leads to burnout, disengagement, and high turnover, especially among working moms who are juggling intense personal and professional responsibilities.
Amy shared a powerful example of this. A brilliant young manager she worked with completed his work efficiently and on time, yet he was viewed as lazy because he didn’t look busy enough. He had capacity but lacked the appearance of hustle. This kind of outdated thinking overlooks what truly matters. Results, not appearances, should drive how we define value.
Why Working Less Can Create More Value
Modern research consistently shows that after about 30 to 35 hours per week, productivity declines. Cognitive fatigue, decision fatigue, and emotional exhaustion start to set in. People might be working more hours, but they’re not producing better work. In fact, they’re often doing less with more stress.
This matters especially for women in accounting, many of whom are managing households, caregiving responsibilities, and their own mental and physical health. Expecting them to maintain 60-hour weeks is not just unrealistic. It’s a recipe for losing incredible talent.
Amy and Nicole both emphasized that the next generation of CPAs is no longer interested in grinding for the sake of tradition. They want meaningful work, flexibility, and space to live full lives outside of the office. When firm owners embrace this shift and offer part-time roles, job sharing, or flexible hours, they often discover something surprising. They get happier employees who stay longer, care more, and bring their best to the work they do.
Redefining Success in Your Firm
If you’re a firm owner or leader, this is your invitation to rethink the assumptions you’ve been operating under. Start with a few key questions:
-
Are we measuring success by time or by impact?
-
Could we restructure roles to allow for fewer hours without sacrificing quality?
-
Is our team burned out because the system is broken, not because they lack commitment?
-
Are we losing great people because we’re stuck in a model that no longer fits?
Even if the answer is yes, that’s not a failure. It’s an opportunity. Change doesn’t have to mean overhauling everything all at once. It can begin with offering one part-time role, piloting a 32-hour week, or having honest conversations with your team about what they need to thrive.
Nicole shared that in her firm, all roles are part-time by default. This allows her to attract and retain smart, motivated CPAs who want to do great work, just not at an unsustainable pace. And yes, the firm is thriving.
A Better Way Forward
Letting go of the 40-hour week isn’t about doing less. It’s about doing better. Better for your team, your clients, and your own well-being as a leader. It’s about designing a firm that fits real life, not outdated ideals. And it starts with the courage to question what’s considered normal.
Rethinking the 40-hour week doesn’t make you soft. It makes you strategic. Because when your team is rested, focused, and supported, they don’t just show up. They show up with energy, insight, and impact.
Ready to build a firm that supports the life you actually want to live? Start here: https://cpamoms.com/start