At PKF Smith Cooper, we aim to provide an empowering and supportive environment that encourages the personal development of our whole team, allowing everyone to succeed and achieve their career goals at the firm. 

The quality of management in an organisation can be the difference between retaining talent and losing key players to competitors. Adam Rollason, Tax Advisory Partner, has encountered both good and bad management styles throughout his accountancy career. Reflecting on his experiences, he shares five management tips to help new and aspiring managers manage more effectively.

1. Give regular one-to-one feedback. When a member of your team does well, make sure you tell them! From my own experience, receiving that metaphorical pat on the back from your manager goes a long way. Positive feedback is a great morale booster and motivator. On the flip side, if a team member has fallen short of your expectations, it is important to acknowledge this too. Regular communication is key to making your team feel supported and gives them valuable direction in their roles.

2. Say no to micromanagement. It is important to make sure your team feels like they can work independently without being scrutinised and suffocated by overbearing managers. Rather than concentrating on minor details and tasks, you should focus on the results instead of the process. Delegating tasks effectively and setting clear expectations within the team creates a level of communication and trust that your team members will be able to respect more

3. Set realistic expectations. Early in my career, I once worked the whole weekend to get something done for a Monday deadline, only to watch it sit on the reviewer’s desk untouched. I didn’t feel respected in the slightest, and that feeling has stayed with me since. It is important to set achievable, realistic deadlines for both you and your team to ensure your team feels that their hard work is acknowledged and appreciated.

4. Keep an eye on the competition. Make sure that you are benchmarking salaries to your competitors. Promising your team pay rises and promotions and not following through will only encourage them to find somewhere better to work. Regularly reviewing and matching salaries is great way to let current and future team members know their hard work is recognised from the get-go.

5. Be honest. Transparency has always been something which is important to me. Whilst you can’t always tell your team everything, keeping them in the loop will help to build trust and will make them feel part of the bigger picture. Trust is fundamental for nurturing long-term loyalty and surrounding yourself with a talented team that will stay by your side for the highs and the lows.

We pride ourselves in providing a respectful and encouraging work environment for our team to thrive in. Whether you are looking to step into your first management role or want to progress into a senior role, we can help you to fulfil your career aspirations. Take a look at our current openings or register your interest to be kept up to date with our latest vacancies.