By Andrea Wynter.
If 2025 was the year AI captured the world’s attention, 2026 is shaping up to be the year of AI implementation at work. For accounting firms, that means moving beyond curiosity of the technology and into more deliberate and strategic implementation, using AI tools to drive business growth and strengthen employee and client confidence.
ADP Research’s Today at Work Issue 3 analyzed generative AI adoption by job sector and found a notable lag among professional service workers, including the accounting profession. Only 19% reported using AI tools daily, while 17% said they had never used the technology at work at all. For a profession that depends on staying on the cutting edge to continually deliver value for clients and partners, accounting firms should be thinking about how to truly capitalize on the technological revolution and close the adoption gap.
The business case for AI investment is equally as strong, with 75% of large Canadian companies viewing AI as essential to remaining competitive. And while many business leaders understand that there is a technological imperative at play, many are also not sure where to start.
Here are four practical strategies firms can use to successfully close the AI adoption gap within their organization to position themselves for future growth:
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Start small for a big impact: Across all industries, one of the most common mistakes businesses make when implementing AI is trying to do too much, too soon, without building a foundation of understanding among their people. For accounting firms, the most effective path to widespread adoption isn’t through a complete overhaul but identifying specific key areas where AI can reduce friction and make an immediate difference. Administrative tasks like client call summarization and invoice processing are tangible, low-stakes ways to give employees a firsthand experience of what AI can actually do. When professionals see the technology eliminating pain points in the workflow, it frees up time for more high-value work.
Dedicate time for learning: Expecting employees to master new AI tools while keeping pace with the demands of their existing workday is a recipe for a slow and ineffective implementation. Accounting professionals operate in an environment where deadlines and compliance requirements leave little room for experimentation, so as the world of work continues to evolve, leaders must build in time for their employees to learn and invest in their skills. In fact, ADP Research found that only 17% of workers globally believe that their employers were investing in the skills they need for career development. Activities like team workshops, peer brainstorming sessions, and designated time to test AI tools in real-world scenarios will help organizations establish AI competency and find opportunities to drive efficiencies.
Be transparent about the why: When organizations implement AI without clear communication, employees will often fill that silence with their own assumptions, which can undermine the learning process. Leaders have a responsibility to be upfront about why certain AI tools are being introduced, what responsible use looks like, and what guardrails are in place to guide it. Establishing a clear AI ethics policy helps to build trust among your people and help them understand that the technology is meant to augment their expertise rather than replace it. An informed team is a motivated team, and a motivated team is more likely to embrace AI in ways that will move the business forward.
Keep humans in the loop: Despite the endless capabilities AI brings to the table, human judgement remains irreplaceable, especially in the accounting industry. AI can process vast amounts of data, flag compliance issues, and provide insights at an unmatched speed, but the nuanced, strategic advice and interpretation of that information is fundamentally human work. When employees understand that AI is there to handle the repetitive and routine so they can focus on the complex, the technology begins to feel more like an asset to make them even more effective at work.
Andrea Wynter is ADP Canada VP of People.
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