How to Pass Your Probation Period – Tips for

From Leading Shared Services to Supporting SEND Families – Meet Samantha Ryan

When it comes to shared service management, Samantha knows her stuff.With a career built on navigating fast-paced change, leading high-performing teams, and staying two steps ahead of the next big thing in business ops, she’s seen (and solved) it all. But Sam’s talents don’t stop at spreadsheets and strategy—she’s also the author of SEND Help!, a heartfelt and practical guide for parents navigating the world of Special Educational Needs.In this Q&A, Liam O'Flaherty sat down with Samantha to chat about the reality of leadership in shared services—what it takes to thrive, what’s changing fast (spoiler alert: AI is knocking at the door), and why staying human in the digital age might just be the most powerful skill of all.Whether you're eyeing your first step into a shared services role or already deep in the trenches, Samantha’s insights are refreshingly honest, full of warmth, and packed with practical takeaways. Let's dive in.What do you think future leaders should prioritise or focus on most in order to successfully make themselves appointable as a shared service manager?I think it’s less about ticking off qualifications and more about showing you can actually lead people through mess and change. You need to be someone who stays calm under pressure, communicates clearly, and isn’t afraid to get stuck in. If you’re the kind of person who sees a knot and wants to untangle it, you’re probably halfway there already. When leading a shared services team, you need to have one eye on how your operation is running right now and the other eye on what’s coming down the pipeline - the next new technology or shared services operating strategy. Curiosity is key to ensuring you always stay abreast of emerging technology and ways of working.What are both the best and the most challenging aspects of being a shared service manager of a fast paced business?The best bit is the variety - you’re never bored. You get to fix things, improve how stuff works, and genuinely help people. I have always found great joy in my work and being of service to others, whether that’s leading a shared service team, a purchase to pay department or as a global process owner. The hardest part? There’s always something going on. Priorities change quickly, and you have to juggle a lot without dropping the ball. It can be exhausting some days, but also really rewarding when you get it rightWhat are your opinions about the relationship between a shared service manager and the CFO and CEO? What is critically important in building a successful partnership and providing the right support to the CEO/CFO?Trust is everything. They need to know you’ve got the detail covered, that you’ll flag issues early, and that you’re not sugar-coating anything. It’s also about understanding what keeps them up at night and making sure the shared service function isn’t adding to that. You’ve got to be steady, honest, and clear with no fluff.What new key skills or attributes do you think the next generation of shared service managers are going to need to develop?Flexibility and digital confidence. Things move quickly now, and you’ve got to be open to learning new systems, new ways of working, and even letting go of old ways that aren’t cutting it anymore. People skills still matter too, probably more than ever. This current generation expect a work/life balance and flexibility – neither of which are bad things. So, ensuring you understand the needs of your team and the culture of your workforce is essential.Are new technologies like Artificial Intelligence having much of an impact on your role as shared service manager yet? What impact do you think they will have over the next few years?Absolutely, AI has arrived. The key is to understand it, leverage it and not be afraid. AI can be really useful to shared service teams. Some of the repetitive stuff is getting automated, which is a win if it means teams can focus on the work that really needs a human brain. Over time, I think we’ll lean on AI more and more. It’ll still need people who understand the bigger picture and can spot when something doesn’t feel right. Shared Service leaders need to embrace AI and make it work effectively for their business.Is it possible to maintain a reasonable work life balance at shared service manager Level or do you have to accept that there will be personal sacrifices in order to progress to that level?Honestly? There are busy seasons and tough patches where balance goes out the window. But I do think it’s possible overall, you just have to be clear with yourself (and others) about what’s non-negotiable. I’ve learned not to feel guilty about switching off, because you can’t pour from an empty cup.Away from core knowledge, what personality traits have been critical to your success as a shared service manager? Are these natural or have you worked on developing them?Patience, humour, and the ability to stay calm when things get chaotic. Some of that’s just who I am, but I’ve definitely had to work on things like not taking things personally and learning to pick my battles. It’s a people-heavy role, so you need thick skin, but also empathy. What is the one single best piece of advice you were given early in your career that still holds true today?“Don’t wait to feel ready - just start” and “dress for the job you want, not the job you’ve got” (I actually think I first heard that on a Jennifer Aniston movie years ago!). I’ve learned that you grow into roles, not the other way round. Don’t wait to be asked to step forward in your role. Go that extra mile. Say yes, even if your voice trembles as you say it. Most people are winging it to some degree anyway. In ConclusionSamanthas’s approach to leadership is the kind we all wish we worked with—real, grounded, and refreshingly human. From embracing AI to keeping empathy at the centre of decision-making, she reminds us that successful leadership isn’t about having all the answers—it’s about staying curious, stepping up, and staying calm when things get chaotic.Whether you're at the start of your shared services journey or eyeing your next big promotion, there’s something in Samantha’s story for everyone. And if you’re juggling a demanding role with life outside of work (who isn’t?), her reflections on balance, boundaries and being brave even when you’re not 100% ready hit just the right note.If you want to explore more of Samantha’s world beyond shared services, check out her brilliant book SEND Help!—a thoughtful, empowering guide for parents supporting children with Special Educational Needs. Because just like in business, when we work together, support each other, and lead with heart, amazing things happen.Looking for your next career move in finance or accountancy? At Sharp Consultancy, our expertise lies in matching your potential with the perfect temporary, interim, or permanent position. With a well-established presence in Leeds and Sheffield, our seasoned team of consultants extends their services across Yorkshire and beyond. Don't wait for opportunity to knock, reach out to us TODAYand let's chart your career path together.

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Starting a new finance or accountancy role often comes with a probation or trial period—typically lasting between three and six months. This critical phase allows employers to assess if a new hire is the right fit for the team, and gives new employees the opportunity to decide if the company aligns with their career aspirations.

At Sharp Consultancy, we support clients and candidates across Yorkshire and the North of England to ensure every placement is a successful, long-term match. Whether you're an ambitious Part-Qualified Accountant, an experienced Finance Director, or hiring for your finance team, here are our expert tips to make the most of the probation period.

Tips for New Employees: Make a Great First Impression

1. Nail the Basics

No matter how experienced you are, the early days in a new role can feel overwhelming. New systems, processes, and people all take time to adjust to.

Set yourself up for success by:

Arriving on time and dressing professionally
Being friendly, enthusiastic, and approachable
Asking questions when in doubt
Showing a willingness to learn and adapt

First impressions count—so keep them positive.

cartoon working from home environment with computer chair, desktop, books and a lamp on a pink peach background.

2. Pace Yourself and Learn the Ropes

While it's natural to want to hit the ground running, your new employer doesn’t expect you to know everything on day one.

Use your probation period to:

Ask smart questions
Read up on company background and previous projects
Observe how different departments operate
Absorb the company’s culture and processes

This approach is especially useful in complex finance functions, such as management accounting, financial planning, or audit roles.

3. Lend a Hand Where You Can

If your workload is still building up, offer support to colleagues on ongoing tasks and projects. It’s a great way to:

Demonstrate you’re a team player
Gain practical insights into company operations
Build rapport with new colleagues

Your communication and collaboration skills will shine—and these are especially valued in finance teams of all sizes.

4. Avoid Office Politics

Stay professional and steer clear of gossip or comparing your new workplace to your previous one. Don’t:

Badmouth former employers
Criticise your predecessor
Push for major changes before understanding existing systems

Maintain neutrality and show respect for the existing team dynamics.

5. Leave on Good Terms, Start on Better Ones

Even if you left your last job under difficult circumstances, avoid speaking negatively about past employers or colleagues. The finance and accountancy sector—especially across Yorkshire and the North—is a close-knit community, and word travels fast.

Tips for Employers: Help New Starters Succeed

Hiring the right person is only the beginning. Supporting their success during probation can significantly increase retention and long-term productivity.

1. Set Clear Objectives and Expectations

Ensure each new hire receives:

A detailed job description
A list of key responsibilities
Clear and achievable goals for their first few months

This is especially crucial for roles such as Financial Controller, Finance Business Partner, or any senior finance position where expectations may be high from day one.

2. Give Time to Settle In

Even if you need an immediate impact, give new employees time to:

Understand the company structure
Settle into their role
Learn internal systems and workflows

Offer relevant background materials and introductions to key contacts early on.

3. Be Approachable and Supportive

Book in regular one-to-one catch-ups to:

Answer questions
Offer feedback
Provide reassurance

Make yourself accessible and show that you're invested in their success. A consistent check-in during probation is one of the most effective retention tools for finance professionals.

4. Avoid Criticising Former Employees

Even if you're hoping the new hire will bring a fresh perspective, avoid speaking poorly about their predecessor. Focus instead on the goals ahead and how the new recruit can bring value.

5. Assign a Project or Ownership Early On

Allow new team members to take on a small but meaningful project. This helps:

Boost confidence
Showcase their strengths
Prove their value to the wider team

It also reinforces why they were the right hire in the first place.

Sharp Consultancy: Your Partner for Successful Recruitment

At Sharp Consultancy, we specialise in the recruitment of temporary, interim and permanent finance professionals across Sheffield, Leeds, and the wider Yorkshire region. Our experienced consultants ensure both clients and candidates are fully prepared for long-term success—right from day one.

Looking for your next career move in finance or accountancy? At Sharp Consultancy, our expertise lies in matching your potential with the perfect temporary, interim, or permanent position. With a well-established presence in Leeds and Sheffield, our seasoned team of consultants extends their services across Yorkshire and beyond. Don't wait for opportunity to knock, reach out to us TODAYand let's chart your career path together.

How to Pass Your Probation Period – Tips for Employees and Employers