6 Things Finance Employees Want to Hear From You

Finance pros work with numbers mostly. But finance employees want to hear some important things from their bosses regularly.
So you might want to keep your words in check, too!
Whether you’re an open-door or scheduled-meeting boss, finance employees need feedback on a regular basis. And we aren’t talking about the, “You got this wrong” kind of feedback.
Yes, correcting errors is important. But coaching, recognizing and encouraging employees is equally — if not, more — important to smooth finance operations.
What Employees Want to Hear
So when you open the door — whether it’s that way all the time or scheduled — you’ll encounter some different situations. It could be a crisis or a saving moment. It could be a revelation or an emergency. It could be a pep talk or the first step in a PIP.
How you respond to employees in those first moments when they walk through your door says a lot.
Say the right thing and you build confidence. So when the moment calls for a deft touch, you want to respond with the right words.
Here are six things employees want to hear when they come to you for help.
1. ‘It’s Not the End of the World’
An employee screwed up, and now you need to address it. But acting like the mistake will bring hellfire and ruination on the entire company just makes everything worse.
Obviously you need to do the right thing and be firm, but rationally explaining that most broken things can be fixed goes a long way.
When an employee makes a mistake, keep things in perspective. The employee is already mentally packing up in fear of being demoted or fired.
Employees need to hear they have a chance to make things right. Tell them what they did wrong and the possible consequences. Then give them the opportunity to correct the problem: “What would you suggest we do to fix this?”
Offer to help, but make it clear that the employee should be the one to fix it if possible.
This way, you’ve both defused the situation and encouraged your employee to take charge.
2. ‘Don’t Panic — We Can Make This Work’
You just got out of a big, company-wide meeting, and now your team is huddled in your office looking like deer in headlights.
No one’s talking, but you know they’re all thinking the same thing: Where does this leave us?
In the event of unpleasant news such as layoffs, transfers or a shift in goals, everyone gets a little antsy. Employees are wondering where they fit into the new plans.
Putting a calm face on in times of unknown change is something employees appreciate. (After all, if you’re panicking, what should they be doing?!)
So keep calm and tell your employees what you know.
Be honest about what you DON’T know as well; speculating only spreads unfounded rumors. Explain that things should continue business-as-usual, and that you’ll keep them up to speed on things that happen at the higher levels that could affect their lives and your territory.
3. ‘I Know You’re Frustrated, and I’ll Do What I Can’
Employees often grouse about problems you can’t fix. They might complain you need more staff at year-end, or they hate some restrictive workplace policies. And those are often out of your jurisdiction.
But if you say, “There’s nothing I can do about it,” you might look ineffective. Even worse, it makes finance employees feel trapped.
So hear them out. Let them describe exactly what they’re concerned about. Then, if necessary, take it up the ladder to see if a solution or compromise can be reached.
If the rule or policy really can’t be changed, then deliver the bad news diplomatically. At the least, it shows your team that you have their best interests at heart.
4. ‘You Have What It Takes to Solve This’
Finance pros need to be told that once in a while they can take up issues independently. In fact, tackling a challenge head-on is a very effective motivational tool.
Say an employee comes to you with a problem that’s really happening in Sales, but it impacts your employee directly. For instance, some members of the sales team never turn in their reports on time, so the employee has to stay late quarterly to finish his work.
You might take his frustration to the next managers’ meeting, and then get back to the employee with a response. But you’re better off helping your employee take the lead.
Suggest they write out exactly why they need the reports sooner, and how it impacts the process. That will help the employee with any face-to-face talking points.
Letting your people tackle a situation in which they have a vested interest allows them to grow … and allows you to be less of a micromanager!
5. ‘There’s Room on My Team for Everyone’
It happens too often: You have two people on your team who don’t get along.
Juggling diverse personalities and work ethics is par for the course. Finance pros need to be adept at defusing disagreements and confrontations.
When an employee grumbles about a colleague, first let the person know you simply won’t play favorites, and that your job isn’t to broker agreements between employees or be their babysitter.
You can allow employees to vent if that’s all that’s needed. But for those who demand you “do something about her,” always be clear that the other person is an important member of the team, too.
Challenge the complaining employee to describe the problem and come up with an approach that will solve it.
6. ‘You Deserve a Lot of Credit’
Admit it — it feels great when the CEO says she’s impressed with the results you’ve been turning in lately.
A “Job well done!” pat on the back makes you feel warm and fuzzy.
Problem is, your team could be stewing because they didn’t get any credit from the top, too. Finance pros who pass the praise onto their employees earn more respect.
Plus, you know your employees deserve a lot of the credit being heaped on you. You couldn’t succeed without them.
So share it with them. Recognize them — preferably out loud — in meetings, over group lunches, and directly to the top brass.
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