key strategies to keep your finance team motivated and engaged.

key strategies to keep your finance team motivated and engaged. 

Motivating your team in the fast-moving finance industry is a constant challenge. High-pressure deadlines, long hours, and regulatory demands can take a toll on engagement and retention. In an earlier article I focused on the most common employee motivation challenges in the industry, this piece focuses on practical, tailored solutions. Here, I explore how you, as a leader, can shape a work atmosphere where your team feels inspired, supported, and valued – even in a demanding, high-pressure work environment.

motivation goes beyond the paycheck

Yes, competitive salaries matter. But real motivation goes beyond a paycheck. Our latest REBR survey found that in the U.S., 74% of finance employees feel more engaged than before, with better work-life balance as a key driver. Meanwhile, in Denmark, 42% of unmotivated finance employees cite job security concerns as a major issue. These insights show that motivation or demotivation comes in many forms – what drives one team may not work for another. But as a leader, you can take meaningful steps to improve morale, engagement, and long-term commitment.

five factors to enhance motivation 

Based on our experience working with our clients' finance teams and insights from the REBR survey, we've identified five key factors that have great impact on motivation:

1. transparency 

2. purpose

3. growth 

4. work-life balance 

5. recognition

1. ensure transparency

Your team members thrive when they feel connected to their work and each other. Beyond day-to-day tasks, they need to see the bigger picture – how their efforts contribute to the company’s success. Instead of just reporting numbers, make it clear how their insights drive smarter decisions and long-term growth.

Nurture a culture where questions and ideas are welcomed. When employees feel confident speaking up – whether through an open-door policy or weekly check-ins – they tend to become more engaged and proactive.

Transparency isn’t just about communication; it’s about building trust, reducing stress, and creating a workplace where people feel truly invested. When your employees know their contributions matter, motivation follows naturally.

2. instill purpose

Ensure your finance professionals see the meaningful impact of their work. Finance can often feel like just numbers, so connect it to the real mission.

Mission alignment – Remind your team how accurate financial reporting keeps the company healthy or how their cost-saving analysis allowed investment in a new project. Every role, from accounts payable to financial planning, contributes to the company’s success.

Ownership of outcomes – Instead of siloed tasks, present work as projects with goals. For example, the “Q4 Budget Project isn’t just crunching numbers; it’s enabling the company to allocate resources to key initiatives." When each analyst or accountant understands how their piece fits the bigger puzzle, motivation increases.

Vision from leadership – As a finance leader, you should regularly articulate a vision, such as “We aim to be not just number crunchers, but strategic partners in the business.” 

3. enable personal growth

Stagnation kills motivation, especially for skilled finance professionals with ambitious career goals. That’s why investing in their growth isn’t just a perk; it’s essential. Give your team access to ongoing training and education. Not only does this sharpen their skills, which benefits the company, but it also sends a clear message: "We care about your future." And that kind of support is a huge motivator.

Consider going beyond traditional training. Encourage employees to explore new areas of finance. Let a financial analyst shadow the treasury team on a project or have an auditor dive into financial planning. When people step outside their usual roles, they stay engaged, challenged, and excited about their work.

Mentorship is another game-changer. Pair less experienced accountants with seasoned mentors who can guide them, answer questions, and help shape their careers. Knowing that someone genuinely wants them to succeed builds loyalty and keeps motivation high. Plus, mentorship isn’t just about passing down skills; it’s about passing down passion and work ethic.

Just as important as learning opportunities? A clear path forward. If an entry-level accountant can see a real shot at becoming a Finance Manager in a few years, they’ll push themselves to grow and stay committed. But if they feel stuck in a dead-end job, motivation will fade fast, and they’ll start looking elsewhere. Show them a future, and they’ll show you their best work.

4. provide work-life balance

With burnout rates so high in finance, work-life balance isn’t just a nice idea, it’s a necessity. As a leader, you set the tone. Limit late nights and weekend work to truly exceptional cases, and make sure your team knows that taking their earned vacation isn’t just allowed – it’s encouraged. No one should feel guilty for recharging. And lead by example: if that email can wait until morning, don’t send it at midnight.

Outside of crunch times, give employees the flexibility to work in a way that makes sense. If most of their tasks involve spreadsheets and reports, why not let them work remotely occasionally or adjust their hours? A little flexibility can go a long way in reducing stress without hurting productivity.

Beyond that, support their well-being in tangible ways. Provide lunch on those hectic days, plan team outings after big deadlines, and offer real stress management resources like counseling programs. These small efforts show that you care about their health, not just their output.

And here’s a crucial point: don’t just celebrate the ones who pull all-nighters. Praise efficiency, not exhaustion. If employees think burnout is the only way to get ahead, they’ll either run themselves into the ground or start looking for the exit.

5. recognize good work

According to an analysis by Workhuman, employee recognition isn't just nice to have – it's a powerful motivator. And to keep motivation high, positive recognition must be a continuous effort. Don’t wait for the end of the quarter to praise an employee who, for example, streamlined a report or spotted a critical mistake. Immediate, positive recognition reinforces the behaviors you want to see and keeps morale strong.

Finance teams frequently put in long hours during month-end closes or audits. Managers should take the time to recognize these extra efforts – whether it’s through a simple thank-you, a bonus, extra time off, or even a team lunch after the pressure has passed.  Acknowledging employees in this way reinforces that their efforts are seen and appreciated.

It’s also important to share successes with the broader organization. If the finance team introduces a new system that saves the company money, make sure to highlight this achievement in company-wide meetings or newsletters. This helps finance staff feel proud of their contributions and underscores their value beyond just the back-office tasks. Recognition in front of the entire company makes them feel like integral players in the company’s success, not just behind-the-scenes workers.

By focusing on these five factors, you can transform the motivation level of your team. With the right approach, you can create an engaged, high-performing team – one that not only meets expectations but thrives in the finance industry.

key takeaways

• Motivation is more than just money – While competitive salaries matter in the finance sector, true motivation comes from feeling valued, inspired, and supported. 

• Transparency builds trust and engagement – Understanding their role in the company’s success helps employees stay engaged and perform at their best.

• Purpose drives commitment – Connect employees to the impact of their work, encourage ownership of projects, and position finance as a strategic partner in the organization.

• Growth opportunities prevent stagnation – To keep employees engaged, provide continuous learning, mentorship programs, and clear career paths. 

• Work-life balance is essential, not optional – Set realistic workload expectations, enforce vacation time, and offer flexibility when possible. 

• Recognition fuels motivation – Immediate, meaningful employee appreciation keeps morale high. Acknowledge both big wins and everyday contributions through verbal praise, bonuses, or public appreciation. 

For a quick, data-driven overview of employee motivation in the finance industry, I recommend downloading our concise guide, which highlights five key statistics from the latest REBR survey. These insights uncover crucial trends in employee motivation across various markets, pinpointing the factors that drive engagement and those that contribute to disengagement.