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The Power of Togetherness in Recruitment

​​At Sharp Consultancy, recruitment is about much more than filling job roles. It is about bringing people together, building lasting relationships, and creating opportunities where businesses and individuals can thrive. That's why one of our core values, Togetherness, is at the heart of everything we do. ​Successful recruitment isn't simply about matching a CV to a job description. It's about understanding people, their ambitions, and the culture of the organisations they will become a part of. That's why we meet with both clients and candidates alike, taking the time to get to know them, understand what they're looking for, and ensure we achieve the perfect match. We work closely with everyone involved to understand what success looks like from both perspectives. By working together, we create stronger matches that benefit businesses, employees, and teams for the long term.​Togetherness means investing in relationships For our clients, this means becoming a trusted recruitment partner who understands their business, challenges, and future goals. We don't just recruit for today's vacancy, we help build a team that aligns with your values and ambitions. For our candidates, it means providing honest advice, guidance, and support throughout their career journey. Whether someone is looking for their first opportunity, career progression, or a complete change of direction, we're there every step of the way. ​The best recruitment decisions happen through collaboration We believe open communication, transparency, and shared goals lead to better hiring decisions. By encouraging honest conversations between employers, candidates, and our recruitment consultants, we create an environment where everyone feels heard and valued. When people work together, better decisions follow. ​Togetherness doesn't stop once a placement has been made At Sharp Consultancy, we continue to support our clients as their businesses evolve. From workforce planning to recruitment strategy and talent advice, we're committed to building long-term partnerships that grow alongside our clients. ​​Creating Opportunities for People Every placement represents more than a job. It's a new chapter in someone's career, a fresh opportunity for a business, and the beginning of new working relationships. We never lose sight of the impact recruitment has on people's lives. By treating every candidate with respect and every client as a valued partner, we create experiences built on trust, professionalism, and mutual success. ​Togetherness is more than one of our values, it’s how we work every day It's reflected in every conversation, every recommendation, and every successful placement we make. We believe recruitment works best when it's built on collaboration, trust, and genuine relationships. At Sharp Consultancy, we're proud to bring people together, helping businesses find exceptional talent while supporting individuals to achieve their goals. ​​

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Managing Poor Performance in Finance Teams: Practical Advice for Line Managers

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Whether you’re stepping into your first line management role or leading an established finance team, addressing poor performance can be one of the most challenging parts of people management. In roles where accuracy, deadlines, and regulatory compliance are critical, even small performance issues can have a wider impact on reporting, controls, and business confidence.

Handled well, performance conversations can be constructive, fair, and lead to genuine improvement. Below are practical tips to help finance leaders manage underperformance clearly, professionally, and effectively.

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Act Early and Address Issues Quickly

As soon as you spot concerns — whether it’s missed deadlines, errors in reconciliations, inconsistent reporting, or poor communication with stakeholders — it’s important to respond promptly.

Early, informal conversations can often prevent issues escalating and give individuals the best opportunity to improve. Keep your tone supportive and solution-focused by:

  • Asking where they feel they need support

  • Offering coaching or additional training

  • Exploring practical ways to manage workload or priorities

Encourage Open and Honest Dialogue

Creating space for open discussion is essential, particularly in high-pressure finance environments such as month-end, year-end, audit cycles, or board reporting periods.

Give the individual time to share how they feel they are performing and any challenges they’re facing. If they have a previously strong track record, it’s worth exploring potential causes, for example:

  • Increased workload

  • System changes (ERP or reporting platforms)

  • Personal circumstances

  • Changes to role scope or team structure

Understanding the root cause allows you to address the problem more effectively.

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A laptop is placed atop a chaotic pile of papers, indicating a productive but cluttered environment.

Prepare Thoroughly for the Conversation

Before any formal discussion, gather clear, factual examples of performance concerns. This might include:

  • Repeated errors in journals or reconciliations

  • Delays in management accounts

  • Missed deadlines during reporting cycles

  • Stakeholder feedback

Be clear that the goal of the conversation is to support improvement, not to move straight to formal disciplinary action. Give the employee the opportunity to respond openly and explain contributing factors.

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Reassess Objectives and Workload

If performance is linked to previously agreed targets, consider whether circumstances have changed. In finance roles, this may include:

  • Business growth or restructuring

  • System implementations

  • Changes to compliance or regulatory frameworks

  • Team absences or vacancies increasing workload

Where necessary, agree realistic interim goals that maintain motivation while setting a clear path back to full performance.

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Three business professionals engaged in discussion at a conference table, with documents and laptops in front of them.

Set Clear Timeframes and Review Points

Agree a structured improvement plan that includes:

  • Clear expectations

  • Measurable outcomes

  • Defined support (training, mentoring, revised workflows)

  • Regular review meetings

This ensures both manager and employee stay aligned and progress can be reviewed fairly and consistently.

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Supporting Strong Finance Teams

Strong performance management is essential to building effective finance functions. When handled with clarity, empathy, and consistency, these conversations can strengthen engagement, protect standards, and improve overall team performance.

Sharp Consultancy specialises in the recruitment of temporary, interim, and permanent accountancy and finance professionals. With offices in Leeds and Sheffield, our experienced consultants work with businesses across Yorkshire and beyond to build high-performing finance teams.

CONTACT US

Today to speak with a member of the team about hiring, team development, or your next career move.