Managing Motivation in Finance: Why It Matters

Motivation in finance remains difficult to sustain amid long hours, strict regulatory environments, and intense performance pressure. While 75% of finance professionals report feeling motivated, according to Randstad, regional disparities and high burnout levels persist. Understanding what an engaged finance team looks like is essential for improving organizational performance and reducing turnover.

“Midyear evaluations offer a structured opportunity to assess progress, recalibrate goals and foster meaningful communication between employees and managers,” writes Alfredo Araneda, Senior Director Hispanic America, Robert Walters, for MBN. He notes that, unlike year-end reviews, these check-ins allow organizations to be more agile and responsive to changing circumstances.

Finance professionals often face high workloads, repetitive tasks, and intense deadlines. Nearly all accountants report having experienced burnout at some point in their careers, according to Raconteur. The United Kingdom, for example, has seen nearly 71% of financial professionals exploring roles outside the field. Meanwhile, unclear management expectations and lack of visibility for finance achievements contribute further to disengagement.

“Constructive feedback is essential for personal and professional growth. These evaluations provide a platform for managers to deliver feedback that is both supportive and developmental,” Araneda says. Without clear communication and recognition, employees may begin to feel undervalued.

According to Randstad’s research, engaged finance professionals tend to be highly proactive, collaborative, and committed to ethical standards. They are consistent in catching errors early, upholding compliance, and participating in cross-functional collaboration. In contrast, demotivated individuals may exhibit poor communication, resistance to added responsibility, and reduced attention to detail.

Motivated teams, says Araneda, share several characteristics. “Rather than merely focusing on number-crunching, engaged finance professionals actively seek better, more efficient ways to work. They automate reports or propose new financial tools,” he explains. Collaboration is also a key signal of engagement. “A motivated finance team does not operate in isolation. They partner with other teams — working with operations to identify cost-saving opportunities or collaborating with HR on payroll budgeting.”

Flexibility and recognition also influence motivation. Deloitte’s research highlights that remote and hybrid work options are linked to higher retention in finance. Gallup and Workhuman stress that recognition is key to making employees feel valued, a factor often overlooked in back-office functions like accounting and financial analysis.