How to Get the Best Out of Your Finance Team

Inclusive Cultures Don’t Happen by Accident — They’re Built Intentionally

Following International Women's Day, many organisations reflect on progress.But for finance leaders and hiring managers, the more important question is this: What does inclusion mean in practice — and how does it affect performance? Because this isn’t just a culture conversation. It’s a capability conversation. Inclusion Impacts Talent Attraction The best finance professionals — at every level — have options. They are looking for: Transparent progression pathways Visible meritocracy Leadership that values contribution over presence Environments where performance is recognised fairly If an organisation’s culture unintentionally favours “proximity” — those closest to decision-makers — it narrows its own talent pipeline. And in a market where specialist skills are already in short supply, that’s a commercial risk. Meritocracy Must Be Visible Many businesses describe themselves as meritocratic. But candidates assess that through lived signals: Who is in senior leadership? Who is promoted internally? How are flexible working arrangements handled? How openly are development opportunities discussed? In accountancy and finance particularly — where progression paths are structured and performance is measurable — fairness needs to be both real and visible. High performers want clarity, standards and consistency. Leadership Behaviour Shapes Retention Inclusive leadership isn’t about grand gestures. It’s about everyday behaviours: Who is invited into strategic discussions Who is given stretch projects Who is credited publicly Who is sponsored, not just mentored Retention in finance teams is rarely lost because of salary alone. It’s often influenced by visibility, opportunity and recognition. Businesses that understand this tend to build stronger, more stable finance functions. The Commercial Case for Inclusion Diverse and inclusive teams bring broader perspectives to: Risk assessment Strategic planning Commercial analysis Operational improvement For CFOs and Finance Directors, inclusion isn’t a compliance issue. It’s about building balanced teams capable of better decision-making. The organisations that approach inclusion intentionally — rather than reactively — are often the ones that outperform in the long term. Beyond Awareness Days International Women’s Day creates valuable momentum every year:But sustained progress comes from: Clear promotion criteria Transparent hiring processes Conscious leadership development Ongoing cultural accountability In today’s hiring market, an inclusive culture isn’t just about employer branding — it influences who joins, who stays and how teams perform.

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Whether you manage a small transactional finance function or lead a wider team of qualified professionals, getting the best out of your people is one of the most important — and often most challenging — aspects of leadership.

In accountancy and finance, where accuracy, deadlines and commercial insight are critical, strong leadership can directly influence team performance and overall business success. While some managers appear to lead naturally, effective team management is a skill that develops over time through experience, communication and adaptability.

If you’re stepping into your first management role or joining a new organisation, understanding how to motivate and engage your finance team while establishing yourself in a new environment can feel like a balancing act. The key lies in understanding individuals, creating clarity and building a positive working culture.

Understand Individual Career Aspirations

A workspace filled with various office supplies, symbolising career aspirations and professional development.

Finance professionals are often highly career-driven, whether they are part-qualified, newly qualified or operating at senior level. Take time to understand each individual’s goals and ambitions. Where do they see their career progressing, and how can you help them get there within your organisation?

Clear conversations around progression, development and expectations help employees see a future with the business and improve engagement and retention.

Build Confidence and Set Clear Expectations

Strong performance comes from clarity. Ensure team members understand what success looks like within their role — from meeting reporting deadlines to supporting broader commercial objectives.

Helping individuals build confidence in their technical ability and decision-making encourages ownership and accountability, which is particularly valuable in finance teams where accuracy and efficiency are critical.

Celebrate Success and Create a Positive Environment

Finance departments often focus heavily on deadlines and problem-solving, so it’s important to recognise achievements along the way. Celebrating individual and team successes — whether it’s completing year-end accounts, improving processes or delivering key insights — helps maintain morale and motivation.

A positive working culture encourages collaboration and makes people more likely to go the extra mile when required.

Communicate the Bigger Picture

People perform best when they understand how their work contributes to wider business goals. Share the company’s

Vibrant paper targets and airplanes on a lively background, illustrating the alignment of goals between employees and businesses.

direction, financial objectives and key milestones so your team can see where their efforts fit into the overall strategy.

Involving team members in regular updates and discussions also helps create a sense of ownership and engagement across all levels of the finance function.

Empower and Develop Your Team

Encourage team members — particularly junior finance professionals — to share ideas and contribute to problem-solving. Giving individuals responsibility and opportunities to learn not only supports development but also strengthens the overall capability of the team.

Empowerment creates confident finance professionals who can add value beyond their core duties.

Adapt Your Management Style

Not everyone is motivated in the same way. Some individuals respond well to regular feedback and structure, while others prefer autonomy. Effective finance leaders adapt their approach while maintaining clear standards and ensuring the team remains aligned to shared goals.

Recognise Effort and Give Feedback

Never underestimate the impact of simple, genuine feedback. Taking the time to acknowledge hard work or

Visual guide on leveraging employee feedback to drive business improvements and strengthen team engagement.

improvements reinforces positive behaviours and helps employees feel valued — a crucial element in retaining top finance talent.

Strong leadership is central to building high-performing accountancy and finance teams. By understanding your people, communicating clearly and creating opportunities for growth, you can drive both individual development and long-term business success.

Sharp Consultancy specialises in the recruitment of temporary, interim and permanent finance and accountancy professionals. With offices in Leeds and Sheffield, our experienced consultants support businesses across Yorkshire and beyond in building successful finance teams.