How to Get the Best Out of Your Finance Team

Sharp Consultancy’s Salary Survey 2026/27: Finding the Best Talent in a Competitive Yorkshire Finance Market

Over the past 12 months, the Yorkshire finance and accountancy employment market has entered a relatively stable period following several years of volatility and rapid salary inflation.Hiring activity remains consistent across most finance disciplines, however employers are adopting a more cautious and measured approach to permanent recruitment, likely borne from the economic uncertainty businesses are navigating. As a result, there has been a wider increase across interim hires and salary movement has become more controlled with recruitment processes taking longer than in previous years. Despite this stabilisation, skills shortages continue to be a defining feature of the market. This is particularly evident between the qualified and senior level, where replacement hiring in key roles continues to exceed the available candidate pool and the data reflected in this salary survey aligns closely with what we are seeing daily across the Yorkshire finance market. While hiring volumes have levelled out, the underlying challenge remains unchanged: demand for high-quality finance professionals continues to outweigh supply. What the data does not always fully capture, but we have seen consistently across the market, is the increasing complexity behind each hire. Employers are no longer simply recruiting for technical capability; they are seeking finance professionals who can influence, adapt and add value, often in uncertain trading conditions. This has resulted in longer recruitment timelines, narrower shortlists and a growing reliance on trusted market insight to secure the right individuals. Across the candidate market we are seeing a more selective approach to new opportunities. Job seekers are making increasingly considered career decisions, weighing role scope, leadership quality, flexibility and long-term opportunity alongside salary. Many of the strongest candidates are not actively applying for roles, which means traditional, employer led recruitment strategies are no longer sufficient. Employers are no longer simply recruiting for technical capability; they are seeking finance professionals who can influence, adapt and add value, often in uncertain trading conditions.This is where a relationship-driven recruitment partner becomes vital. At Sharp Consultancy, and through our work with our executive division - The CFO Partnership - our long-standing relationships across the South Yorkshire finance community allow us to engage with high-performing talent that is not always visible to the wider market. Our understanding of both client environments and individual career motivations enables us to make introductions that are aligned not just on skills, but on culture, ambition and long-term fit. In a market where salary growth is increasingly controlled and competition for talent remains intense, our ability to advise, challenge and guide both clients and candidates is vital. Recruitment partnerships built on trust, transparency and deep market knowledge are what ultimately ensure the best outcomes - securing the right talent for our clients, and the right opportunities for the candidates we represent.

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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.