Chuttersnap 9u4yu Ne S5 Y4 Unsplash

​So, You Want to Be a Credit Manager? Here's What You Need to Know

​​So, You Want to Be a Credit Manager? Here's What You Need to KnowCredit Management isn’t just about chasing payments — it’s about protecting the lifeblood of a business: cashflow. To help future finance leaders get a real feel for what it’s like to step into a Credit Manager role (and thrive!), we asked current Credit Manager, Philip Holborough to share their honest thoughts in our Voices of Transactional Finance Leaders Series. In this article, Philip talks about everything from the challenges he’s faced along the way, to the skills and attitudes that really make a difference. He also gives a glimpse into how the role is changing, what impact technology like AI might have, and why having a "bulldog attitude" could actually be one of your biggest assets. Whether you're just starting out or aiming for the next step in your career, their advice is packed with real-world lessons you won’t want to miss.​What do you think future leaders should prioritise or focus on most in order to successfully make themselves appointable as a Credit Manager?Debtor payment trends. Regardless of industry the key to successful Credit Managers is analysis of payment performance – this is often the biggest tell-tale sign of potential payment issues in the future.​What are both the best and the most challenging aspects of being the Credit Manager of a fast-paced business? Blending Credit with Sales. Often the two don’t mix well – but open, frank and honest conversations where clarity of objectives is understood on both sides will help in a very challenging environment.​What are your opinions about the relationship between a Credit Manager and the FC/CFO and CEO? What is critically important in building a successful partnership and providing the right support to the FC/CEO/CFO? A good CFO will recognise the importance of a Credit Manager – not always the case with CEO as they are often more strategic and commercial in their approach and less likely to be open to credit conversations over sales performance.​What new key skills or attributes do you think the next generation of Credit Managers are going to need to develop? Tenacity. Both internally and externally. “The squeaky wheel gets the oil!” Don’t be afraid to offer opinions based on gut instinct and past experience. You will earn the respect of the business very quickly if you are able to nail your colours to the mast! ​Are new technologies like Artificial Intelligence having much of an impact on your role as Credit Manager yet? What impact do you think they will have over the next few years? AI frightens me – but I recognise the importance of some labour-saving aspects. A computer will never get someone to pay a bill – only a human voice can do that.​Is it possible to maintain a reasonable work life balance at Credit Manager Level or do you have to accept that there will be personal sacrifices in order to progress to that level?Clear boundaries are very important. CM can be a stressful occupation – you must be able to separate these to ensure no burn out!​Away from core credit knowledge, what personality traits have been critical to your success as a Credit Manager? Are these natural or have you worked on developing them?The willingness to not let go! Bull dog attitude – obviously with respect to the customer and the wider business. Don’t give up.​What is the one single best piece of advice you were given early in your career that still holds true today? “Show me the money!” Cashflow is critical to any business large or small – the Credit manager is the custodian of this process.​If there’s one thing Philip’s advice makes clear, it’s that being a great Credit Manager is about a lot more than just ticking boxes. It’s about sharp instincts, real tenacity, clear communication, and a relentless focus on cashflow — all while building strong relationships across the business. The role might change over time, especially as new technologies come into play, but the core principles stay the same: know your numbers, trust your gut, speak up when it matters, and never lose sight of the bigger picture. For anyone thinking about a career in Credit Management (or already on the way), these lessons are pure gold. Take them on board, keep learning, and remember — the best Credit Managers aren’t just protecting the cash, they’re helping to drive the whole business forward. ​​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 TODAY and let's chart your career path together. ​

Read article
Blog Img

​HOW TO SHOW YOUR STAFF ARE VALUED AND IMPROVE RETENTION

Back to Blogs

Everybody wants to feel appreciated by their employer and when employees feel valued by their managers, it is likely to result in higher levels of job satisfaction, productivity and staff retention.

Retaining your most talented individuals is a challenge for any business; what can employers do to demonstrate that they appreciate a person’s efforts and enable them to hold onto crucial members of their team?

  1. Make sure you recruit the right individuals into the business; not only do they need to have the right technical experience and be able to deliver against the requirements of the job role, they must also fit into the culture of your organisation.

  2. Ensure you have goals in place for the organisation and know what skills you will need to achieve your ambitions. Communicate your vision to your team so they can buy into what you hope to achieve and can see where they can make a contribution.

  3. Understand what each member of your workforce wants to achieve in their career and how the business can meet these ambitions. Consider departmental restructures or the creation of new teams to open up career progression opportunities for key members of staff.

  4. Put in place a robust performance review programme with clear personal goals and rewards that are linked to your business objectives.

  5. Have clear and open lines of communication; talking to your team on an on-going basis is essential and allows you to address potential issues before they escalate into a bigger problem.

  6. Regularly review and benchmark your salary levels against other organisations or similar job roles in your industry but don’t make promises of pay rises or promotions that can’t be kept- this will only lead to ill feeling. Also, avoid using higher financial packages as a way to ignore other issues which may contribute to staff turnover.

  7. Put in place rewards packages that are meaningful to your key team members; bonuses may be well received but would people welcome flexible working hours, increased holiday allowance or a contribution towards childcare costs as alternatives?

  8. Make sure you recognise the contribution that people make to the business – positive feedback and acknowledging hard work go a long way to ensuring a feel good factor amongst your staff. Also consider introducing on-going reward schemes that offer instant recognition for achievements or outstanding work rather than waiting to recognise staff through annual appraisals or company awards.

  9. Celebrate success. Whether it’s a new contract win or recognising a member of the team with a long service award, by acknowledging such achievements you will foster a culture of success which motivates and inspires individuals to strive to do their best.

  10. Recognise that some staff turnover is necessary for any company to stay fresh and move forward; conduct exit interviews to understand people’s reasons for moving on and put in place measures to address any lessons learnt.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance professionals. With offices in Leeds and Sheffield our highly experienced team of consultants recruit for positions throughout Yorkshire and beyond. CONTACT US today to speak to a member of our team about your recruitment needs.