5 Questions You Should Ask Of Everyone In Your Tax Department In January

Kat Jennings

Recently, I read a quote that caught my attention and it was “The two things in life you are in control of is your attitude and your effort”. January is the perfect time for refreshing the minds of your tax organization that each of us is in control of our attitude and effort.  This is the opportune time to help your team get on track with their goals for the year. The best strategy to employ for getting your team on track is to identify what will motivate every unique person in your tax organization.

People are extremely motivated to achieve if this means they can get what they want and need! After asking thousands of tax professionals what motivated them to stay and succeed with a tax organization or conversely leave a tax organization, I identified  triggers for motivation. The most important thing to remember is people in your organization have different needs. In 1943, American psychologist Abraham Maslow was  best known for creating a theory of psychological health predicated on fulfilling innate human needs: self-actualization needs; self-esteem needs; belonging needs; security needs; and physiological needs. I am going to break down the 5  needs people in a tax organization display according to Maslow’s theory and my experience.  When you identify the individual needs of your tax team and work with them fulfilling their desires,  the result is increased motivation and productivity in your tax organization.

 

Tax-Department-Questions

 

Self-Actualization: People want to achieve their individual potential. If you are a VP Tax and you are staying with your company until you retire; you are obviously doing a career block for anyone reporting to you. Why not sit down with your senior direct reports and tell them you are not going anywhere but you want to make certain they reach their full career potential. Over the years, I have observed extraordinary tax leaders who look out for others  career path in their tax organization even when they wanted to keep that Tax Director forever. Great tax leaders are helping the next generation succeed beyond their own personal needs in running a tax department. When people know you are looking out for them they will be motivated.

Self-Esteem: A very powerful motivator is praise for a job well done. Ask your team about a project or goal they have this year; help them reach it and praise them often for staying the course. Remember people are human and will make many mistakes before they have success. Encourage them!

Belongingness: People like to feel part of the group. Remember when the new person starts to engage them with others on the team even if they are not working on the same project together. Creating an atmosphere of working as a team on multiple projects benefits the entire organization. Take great care of that quiet person who sits in the corner working the spreadsheets and not saying much to anyone. Take them for a walk to get coffee together and you will make them feel a greater sense of belonging on your team. You will be surprised at what you learn.

Security: Security means different things to different people. For instance, security for someone may be a mom or dad who needs flexible hours while raising children; security may mean keeping people more informed when their company is acquired; security may mean they need to take time off for health reasons(personal or family), etc..

Physiological:  Their basic human needs are being met, they can pay bills, make a mortgage payment, buy food, etc…

 

5 Questions You Should Ask (You Will Know How To Respond)

1. Where do you see yourself and career 5 years from now? ( If they say they want to lead a tax organization, encourage and support them)

2. What is one goal you would like to accomplish for your tax career this year?( Select a project you can follow along with them this year)

3. Do you feel a sense of community on the tax team or like you are often alone on projects?

4. If you could change one thing about your job what would it be? ( More flexible hours; more room for advancement)

5. What can I do to make this job for meaningful for you this year? ( You know it provides food and shelter)

 

Your attitude and effort and caring about the people on your team will show when you ask them these 5 questions.

THIS IS #1 OF A SPECIAL 12 WEEK BLOG SERIES: HOW TO DEVELOP A LEADING AND PRODUCTIVE TAX ORGANIZATION IN 2016

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Kat Jennings, CEO
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858.999.0053
kat@taxconnections.com

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