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Your colleague is not detail-oriented. How can you help them improve?

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Working in corporate finance requires a high level of attention to detail, as even small errors can have significant consequences for financial statements, projections, valuations, and decisions. However, not everyone has the same natural ability or preference for being detail-oriented, and you may encounter colleagues who struggle with this aspect of their work. How can you help them improve without being too critical or patronizing? Here are some tips to consider.

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Matthew Needham FCPA

Strategic Leader | Speaker | Author | Mentor | Accelerating Organisational Performance through Culture, Change &…

1 Identify the root cause

The first step is to understand why your colleague is not detail-oriented. Is it because they lack the necessary skills, knowledge, or tools to perform their tasks accurately and efficiently? Is it because they are overwhelmed, distracted, or stressed by competing deadlines and priorities? Is it because they have a different work style, personality, or mindset than you? By identifying the root cause, you can tailor your feedback and support accordingly and avoid making assumptions or judgments.

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Matthew Needham FCPA

Strategic Leader | Speaker | Author | Mentor | Accelerating Organisational Performance through Culture, Change & Strategic Prioritisation | Award-Winning CFO
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Identifying the root cause of a colleague's lack of attention to detail is crucial to change their mannerisms. It is important to ask them why in an open and honest way. Ask questions which pinpoint their perspective. It is important to provide a safe environment, where they don't feel judged and can freely discuss their challenges. Emphasise that your goal is to see them improve. By identifying the root cause you can then provide training and assess their skills, so you can better them as an employee and the organisation be more productive.

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2 Provide constructive feedback

The second step is to provide constructive feedback to your colleague, preferably in a private and respectful manner. You should focus on specific examples of how their lack of detail-orientedness affects their work quality, outcomes, and impact, rather than on general or personal criticisms. You should also balance your feedback with positive aspects of their work and acknowledge their strengths and contributions. Finally, you should invite them to share their perspective and challenges and listen actively and empathetically.

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Stefano Passarello

Accountant and Tax expert | Crypto Tax Specialist | Board Member | Co-founder of The Kapuhala Longevity Retreats
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Offer specific examples of how their lack of attention to detail impacts their work. Focus on the impact rather than personal criticism. Balance your feedback with positive aspects of their work to maintain motivation. Invite them to share their perspective and challenges to gain a better understanding.

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3 Offer practical solutions

The third step is to offer practical solutions to help your colleague improve their detail-orientedness. You can suggest some strategies, such as creating checklists, using templates, setting reminders, reviewing their work multiple times, asking for feedback, or delegating or outsourcing some tasks. You can also share some resources, such as online courses, books, podcasts, or blogs that can help them develop their skills, knowledge, or tools. You can also offer your assistance, mentorship, or collaboration, if appropriate and feasible.

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Stefano Passarello

Accountant and Tax expert | Crypto Tax Specialist | Board Member | Co-founder of The Kapuhala Longevity Retreats
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Suggest strategies to improve detail-orientation, such as creating checklists, using templates, and setting reminders. Share resources like online courses or books to enhance their skills and knowledge. Offer assistance, mentorship, or collaboration to support their development.

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4 Set clear expectations

The fourth step is to set clear expectations for your colleague's work performance and improvement. You should communicate the standards, criteria, and deadlines for their tasks and projects and how they will be evaluated and measured. You should also agree on the goals, action steps, and milestones for their learning and development and how they will track and report their progress. You should also provide regular and timely feedback and recognition along the way and adjust your expectations as needed.

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Matthew Needham FCPA

Strategic Leader | Speaker | Author | Mentor | Accelerating Organisational Performance through Culture, Change & Strategic Prioritisation | Award-Winning CFO
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Setting clear expectations can enable an employee to improve their attention to detail. Having these clear expectations allows the member to understand the organisation's values and goals. You can use examples to back this up. Break down tasks, so they have manageable steps to get to these expectations. Providing feedback is useful, highlighting areas where they have not met these expectations. Set milestones for this employee and then check in with them to see how they are tracking along. It is important to constantly provide them with support and recognise their improvement too. By implementing these strategies you can watch your colleague develop an understanding of the organisation's expectations.

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Stefano Passarello

Accountant and Tax expert | Crypto Tax Specialist | Board Member | Co-founder of The Kapuhala Longevity Retreats
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Communicate performance standards and deadlines clearly. Establish goals, action steps, and milestones for their improvement. Provide regular feedback and recognition along the way.

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5 Foster a supportive culture

The fifth step is to foster a supportive culture in your team or organization that values and encourages detail-orientedness. You can do this by modeling best practices, celebrating successes, rewarding efforts, and learning from mistakes. You can also promote a culture of collaboration, communication, and feedback, where everyone can share their ideas, opinions, and challenges and receive constructive and respectful input. You can also create a culture of continuous learning, where everyone can access and benefit from various opportunities and resources to enhance their skills and knowledge.

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Stefano Passarello

Accountant and Tax expert | Crypto Tax Specialist | Board Member | Co-founder of The Kapuhala Longevity Retreats
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Model best practices and celebrate successes to promote detail-orientation. Create a culture of collaboration and communication where colleagues can share ideas and feedback. Promote continuous learning opportunities to enhance skills and knowledge.

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6 Respect individual differences

The sixth and final step is to respect individual differences among your colleagues and recognize that being detail-oriented is not the only or the most important quality for corporate finance professionals. You should appreciate the diversity of strengths, talents, and perspectives that your colleagues bring to the table and leverage their complementary skills and abilities. You should also acknowledge that being too detail-oriented can have its drawbacks, such as losing sight of the big picture, wasting time and resources, or being rigid and inflexible. You should aim for a balance between being detail-oriented and being strategic, creative, and adaptable.

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Stefano Passarello

Accountant and Tax expert | Crypto Tax Specialist | Board Member | Co-founder of The Kapuhala Longevity Retreats
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Recognize that not everyone is equally detail-oriented. Appreciate the diversity of strengths and perspectives that colleagues bring to the team. Avoid being overly critical or judgmental.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Your colleague is not detail-oriented. How can you help them improve?

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1 Identify the root cause

2 Provide constructive feedback

3 Offer practical solutions

4 Set clear expectations

5 Foster a supportive culture

6 Respect individual differences

7 Here’s what else to consider

Corporate Finance

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