Here's how you can improve employee morale in corporate accounting through performance evaluations.

With Clear and common goals, employee's are proactive and motivated towards achieving the company's targeted goals. When the employees work together in line with the goals, a lot of ideas are pumped out, insights and innovations thereby enhancing effectiveness and productivity, to each employee's to attain the company goals. Employees could perform evaluations as a strategic approach, to guage, the optimum performance in relation to the company's goals.

In my professional experience, I have always tried to continually evaluate my team. I would start this evaluation 1:1 and divide it into five stages. I'll outline these five stages below: 1. Setting Clear Goals - Financial Goals, KPIs (Key Performance Indicators) 2. Individual Performance Assessment (1:1) - Technical Knowledge, Productivity, Accuracy and Reliability, Innovation and Continuous Improvement 3. Collaboration and Teamwork - Communication, Problem Solving, Supporting colleagues 4. Process Evaluation - Meeting Deadlines, Project Management, Compliance and Risk 5. Continuous Feedback - Follow-up Meetings, Self-Assessment

Consistency is key, apply the evaluation criteria consistently across all employees to prevent any perceptions of favoritism or bias.

When set goal is clear enough, it will be measurable. This measurability will motivate employees morale because their impact will be measurable. The target ahead of the employees within a specific time frame will give them a sense of purpose while being on the job and it will keep them on their toes to put plans in place towards the actualization of the set goals. Being time bound will discourage procrastination and ensure their performance are evaluated fairly with the set timeframe.

This is very useful because everyone has a lot of task to do so to be in order we should be clear with our goals. One thing is useful in having clear goals is to write or visualize what are your goals in work and in life.

If you are a manager, you really can't skip 1:1 meetings :D: - Adapt to your team: some people need more support and some don't appreciate constant check-ins - Always have an agenda - Ask for their feedback too! - Keep them informed about the performance review cycles and deadlines, but at least once a month make a small retrospective with the whole team to celebrate victories - If you have negative feedback for someone, keep it for a personal conversation but don't wait too long to share it!

Make the feedback consistent!!! Which will require effort on the managers part in any dynamic environment If the goalposts move, ensure that the feedback is appropriate to assist staff to work through those transitions

Personal growth can significantly improve employee morale in corporate accounting through performance evaluation in several ways: 1. Clear goals and expectations_: Establishing specific, measurable goals and expectations helps employees understand how their performance contributes to the company's success. 2. Professional development opportunities_: Offering training, mentorship, and opportunities for advancement demonstrates a commitment to employees' growth and development. By incorporating personal growth into performance evaluations, corporate accounting firms can create a supportive environment that fosters employee development, motivation, and job satisfaction.

Creating a culture that prioritizes continuous learning and professional growth not only attracts top talent but also retains it, ensuring a robust and dynamic accounting team.

Accountants are professionals that have a duty of continuing education throughout their career life. Getting relevant and prevailing knowledge and skills needed for the emerging business world maybe be overwhelming without any support. Employees can motivate accountants by giving them scholarships opportunities to further their study and broaden their knowledge. This can take the form of organizing professional training from time to time. Employees shouldn't just be concerned about the salary of accountants alone but they should seek to provide and environment that guarantees and support personal development. This creates sense of belongings to the accountants and help them to concentrate and focus better on their job.

Lead from the front!!!! Demonstrate that all of us are still developing, that it’s not a sign of weakness nor inexperience, that anyone who continues to build bit by bit is deeply valued

Beyond personal acknowledgment, public recognition fosters a sense of community and collective achievement. A culture that values and acknowledges hard work encourages all employees to strive for excellence.

I’ve found it difficult to find a rewards scheme which works, given the varying personalities across a team; so I don’t think one size fits all Some staff will thrive when the team is rewarded for an individual’s success, some individuals will bitterly resent such a scheme Bizarre as it may sound to some- Some individuals do not want the publicity and may be inclined to underperform if they fear publicity will be drawn to their successes

Leaders should not be too hard on employees and recognise the need to have a work-life balance. With the influx of Gen Z in the corporate world, there is need to have culture in place that addresses their peculiarity. This entails having social events for employees to cool off. This will further help employees to bond better. To ensure this balance might require the need to reorganize the operating structure of the organization just as we have during the COVID-19 lock down. Employers should embrace flexible work plan by making the accountants role hybrid or remote rather than the traditional on-site roles. This flexibility will improve the morale and productivity of accountants as will as their work-life.

Acknowledge that the week of the Month End Close is really demanding, so focus on the other weeks to balance the overall monthly workload. Make people count on that and plan every quarter to see if there is any task that will create more workload so that you can adjust. If you see a possible and continuous spike in responsibilities, talk to leadership to request more headcount. Finally, lead by example, don't show yourself working on weekends, or late in the evenings, and take a lunch break during the day. Your team will mirror your behavior in most cases if they are engaged with you, and it is harder to convince them to pause if they see you working on a stressful schedule.

Fostering a healthy work-life balance can lead to higher employee retention, reduced absenteeism, and a more positive workplace atmosphere. It's not just about boosting performance; it's about creating a sustainable and supportive environment where employees can thrive both professionally and personally.

These are great things. However the real key is to VALUE your people. These things help to show that but too often when the pressure comes on these are the things that get dropped. So you have to believe in these things and prioritise them. Listen to them & follow through on your commitments to them.

How about incentivising performances on a quarterly basis? Employees who perform better with astronomical contributions to the company’ profits … should get either a bonus or increase. This can keep employees motivated and buy into performing better for themselves and the company.

One of the things I’ve found very useful nowadays. Everyone wants to have a life after work and also we needed that to release stress. Maybe a habitual thing to do is walking or running after work, this will release happy hormone.