Work/Life Balance

A Personal Account About Flexible Work Schedules

By Diana Baber, CPA

When I entered the public accounting profession in 1991, the accounting world was a very different place than it is today. There were less than 100 FASBs, not many people had heard of Enron Corporation, and we were told on starting day that suits were expected for both men and women and that the “tops had to match the bottoms.” Throughout the `90s, accountants came to be trusted as business advisors in addition to knowing debits and credits, Silicon Valley exploded with its casual dress policy spreading through the business world, and flexibility in the accounting profession came to be seen as a necessity for employers wanting to attract and retain the highest quality talent. 

I began a flexible work arrangement with KPMG, LLP after my son was born in 1996. We agreed to reduce my client load to half of what someone would typically have as a manager at a large CPA firm, and I maintain a similar workload today, six years later. I continue receive half of my salary, half of my vacation and holidays, but am able to maintain all of my benefits and receive all required training. I am expected to meet 100% of my client’s needs, although only working half time. The key to success for me has been availability and flexibility with my schedule. I typically schedule regular workdays each week, planning more time in the office during tax season, and strive to maintain a 50 percent ratio of what a full time individual at my level is working. When not in the office, I regularly check my voicemail and e-mail so that I can respond to my clients on a timely basis. The staff and administrative support that I work with are kept aware of my schedule and know how to reach me when necessary. 

I have found that this arrangement has allowed me to enjoy a professional career, while at the same time giving me quality time with my family. I do not believe that it has hindered my professional advancement, as I have continued to be promoted with my peers based on my performance. That’s not to say that it isn’t a challenge to juggle a career and a family (who doesn’t find this a challenge?), but the support that I receive from my employer and co-workers motivates me to strive to serve my clients in the best possible manner by being available for meetings, special projects, and deadlines when necessary. 

A flexible work arrangement can be made to work at any level, but must be tailored to meet the needs of the individual’s situation. In talking with other employees on a flexible work arrangement, it is apparent that it is important to provide the support needed to avoid feeling “guilty” over not working as much as their peers. Jennifer Magyar is a senior tax associate with KPMG. She has this to say about her schedule:

“I work three days a week 9 months of the year and 50 - 55 hours a week during busy season.  To me it is the best of both worlds in that I spend quality time with my son for a good portion of the year (which helps me and my family), yet I am still here full-time when I am needed most -- during busy season (which helps the firm).

I would say that the most difficult aspect is the pull to be home while I am at work—especially during busy season when I feel like I am rarely at home for the better part of three months.  But on the other side—during the portion of the year that I work three days—there is a pull to stay longer, come in on my days off, work from home, etc. due to the work that needs to be done.  I don't want to let my co-workers down because of my schedule.

I don’t believe my flexible work arrangement has hindered my career thus far.  I was promoted to senior while on my flex arrangement.  I think I am still getting roughly the same amount of experience as my fellow full time co-workers because I am here when there is a huge influx of work, and I am working less hours only when there is a natural down time in our profession.”

The key to a flexible work arrangement is the “flexibility” of both the employer and the employee in finding what works best for both sides while maintaining the highest possible level of client service.

Diana is senior manager in the International Executives Service Practice with KPMG in Kansas City.  She can be reached at dcbaber@kpmg.com.