Motivation, Metrics & Momentum: How Roger Knecht Helps Leaders Build Premier Teams and Profitable Businesses

In today’s fast-paced business world, true leadership goes far beyond strategy and spreadsheets—it’s about people, purpose, and the power of motivation. Few understand this better than Roger Knecht, President of Universal Accounting Center and host of the Building the Premier Accounting Firm podcast. With over two decades of experience transforming accounting firms and coaching entrepreneurs, Roger has helped countless business owners shift from surviving to thriving by instilling clarity, structure, and vision in their organizations. His practical insights blend deeply human leadership with actionable business growth strategies.

In this exclusive interview, Roger shares the keys to building a motivated, high-performing team—from understanding what truly drives your employees to creating a culture rooted in communication, accountability, and purpose. He also dives into the importance of employee assessments, vision-driven leadership, and the power of intentional time management. Whether you’re leading a small team or running a growing firm, this conversation will leave you with clear, tangible tools to elevate your leadership and drive sustainable success.

Thank you so much for joining us, Roger! Our readers would love to get to know you a bit better. Can you tell us a bit about your backstory?

Absolutely. On the personal side, I’m a husband, father, and a friend—relationships are incredibly important to me. Professionally, I serve as the President of Universal Accounting Center, where we work with accounting professionals and business owners to help them turn passion into profit. Over the years, I’ve worn many hats—as a coach, educator, author, and podcast host—and all of it revolves around a single mission: helping people succeed in business through clarity, structure, and effective strategies.

You’re deeply involved in coaching, podcasting, and running a business. How do you manage everything so effectively?

Time-blocking is my secret weapon. I’m a firm believer in scheduling the important before the urgent. Each day of my week has a purpose—whether it’s content creation, meetings, or strategic work. I even teach a course that walks through the techniques I use daily. When you learn to prioritize what matters most, it frees you to be creative, responsive, and highly productive.

Let’s dive into our topic—motivating employees. What does that really mean to you?

Motivating employees is about creating a sense of purpose that connects them to the bigger picture. As a business owner, you’re typically full of passion—you’re building something meaningful. But employees can sometimes see their role as just a job. The challenge is helping them shift from a task-focused mindset to feeling like a vital contributor. When people believe their work makes a difference, they engage on a deeper level, and that’s when real momentum happens.

How does having a strong vision help with motivating your employees?

Vision is everything. When employees understand how their work fits into the company’s broader mission, they feel more valuable. People want to know they’re part of something greater than themselves. As a leader, it’s your job to articulate that vision—what you stand for, what sets you apart, and how each team member contributes to that uniqueness. When someone realizes that the business would suffer without their role, they start showing up with more energy, commitment, and loyalty.

Communication plays a big role in that. What does “pouring on the communication” look like in practice?

I like to explain it using three levels: sprinkle, rain, and showers. The “sprinkle” is informal—those casual hallway chats, quick calls, or spontaneous emails that keep people in the loop. “Rain” involves more deliberate communication like policy updates, performance metrics, or goal alignment. Then we have the “showers”—formal meetings and training sessions where you not only share direction but actively involve the team. The key is to use each level intentionally and make sure that your communication builds connection, clarity, and alignment. Every message should help your team feel informed and included.

How do you ensure that quieter employees feel engaged during meetings?

It’s about intentional inclusion. Some employees naturally speak up, but others need to be invited. As a leader, it’s important to draw out perspectives—asking directly, “What do you think?” or “What’s your take on this?” It makes people feel valued and ensures everyone contributes. Also, I believe every meeting should end with action items. If someone walks out of a meeting unsure of why they were there or what they’re supposed to do, that’s a missed opportunity for engagement.

Should employees be informed when they’re not invited to certain meetings?

That’s a nuanced one. You don’t want to call attention to who wasn’t invited, but if someone feels left out, a side conversation can clear things up. Maybe their role doesn’t require them to be there, or maybe it was an oversight. The point is to communicate with respect and transparency. When people understand the “why,” it builds trust—and that’s essential in any organization.

Let’s talk about the four different types of employee motivation. Can you walk us through those?

Sure—understanding what drives your team is crucial. The four main motivators are money, time, recognition, and altruism. Some people are financially driven—bonuses or incentives push them to go above and beyond. Others value time, and giving them a paid day off might mean more than a check. Then there’s recognition—some thrive on public acknowledgment, awards, or simply being noticed for their efforts. Lastly, you have the altruists—those who feel fulfilled by helping others or contributing to a cause. They don’t seek praise, but they want to know they’re making a difference. As leaders, we need to identify these motivators and tailor our approach. What works for one may fall flat with another.

Do those motivators change over time?

Absolutely. Life circumstances evolve. Someone might prioritize money early in their career, but shift toward valuing time or flexibility later on. That’s why ongoing communication is so important—listen closely and stay aware of what matters most to your people at different stages of their lives. Adaptability is key to keeping motivation alive.

Let’s explore employee assessments. How do they help with performance and motivation?

Assessments help define what success looks like. A job description is great, but without measurable metrics, it’s hard to evaluate performance objectively. Every employee should have at least one key metric tied to their role—something quantifiable. Whether it’s opening the store on time or meeting a production quota, metrics remove ambiguity and provide clarity. Supporting metrics can offer additional insights, but the main goal is to help employees know exactly what’s expected—and to help you track if they’re meeting those expectations consistently.

How often should performance assessments take place?

A 90-day review for new hires is essential to make sure things are on track early. From there, I recommend a rolling four-week average. One bad day or week is understandable, but over four weeks, patterns become clear. Semi-annual check-ins help evaluate tools, training, and support, while annual reviews can dive deeper into career growth and long-term alignment. These touchpoints show employees that you care about their progress and are invested in their success.

What’s your preferred way to deliver assessments in a way that encourages growth?

Start with a pre-assessment survey. Ask questions like: “What’s going well?”, “What should change?”, and “What’s something we’re not doing that could help you perform better?” This invites reflection and sparks meaningful conversation during the review. It shifts the dialogue from a top-down critique to a two-way collaboration. You can validate what they’re doing right, address areas for improvement, and uncover opportunities you may have missed. It helps foster trust, which is the foundation of strong performance.

What are the most important elements to include in a review conversation?

Clarity, empathy, and partnership. Be clear about expectations, but also empathetic about challenges they may be facing. Ask for their perspective—what’s working and what’s not. Then collaborate on a plan moving forward. You’re not just evaluating performance; you’re building a relationship. When someone feels heard and supported, they’re much more likely to stay committed and bring their best to the team.

Can employee assessments also impact company culture?

Definitely. When done well, they create a culture of accountability and growth. People want to know how they’re doing—and they want to succeed. When you give them tools, feedback, and encouragement, you foster a culture where high performance and personal development go hand in hand. It builds confidence and creates momentum throughout the organization.

How can business leaders begin integrating these practices into their current culture?

Start small. Begin by identifying key performance metrics for each role. Then, hold regular one-on-one check-ins to build trust and consistency. Don’t wait for the annual review to give feedback. Use your communication framework—sprinkles, rain, and showers—to keep everyone aligned. And always remember: leadership is not about telling people what to do; it’s about inspiring them to become the best version of themselves.

You’ve clearly developed a strong structure for growth. What services do you provide and where can people find more of your work?

At Universal Accounting Center, we help owners of bookkeeping, accounting, and tax firms build what we call “The Premier Accounting Firm.” We also provide training and support for their teams. But our tools and resources go beyond accounting—they’re useful for any business owner wanting to grow and lead effectively. I encourage people to visit UniversalAccounting.com and check out the free resources section—there’s a treasure trove of tools, courses, and whitepapers. I also host a podcast, Building the Premier Accounting Firm, where we share actionable insights and expert interviews. And if you’re on LinkedIn, feel free to connect and message me—I’d love to hear your thoughts.

With everything you do, do you have a favorite part of your workday or week?

That’s a fun question. I’d say Fridays are my favorite. I intentionally leave them more open and unstructured, which gives me space to be creative. It’s my “catch-all” day—whether it’s brainstorming, problem-solving, or just thinking ahead—it’s where I get to innovate and recharge. That flexibility fuels everything else I do during the week.

Before we go, what’s one final thought you’d like to leave our audience with about motivating employees?

The energy you bring into your business as a leader sets the tone for everything. If you walk in excited, engaged, and present, your team feels it. If you show up stressed or disconnected, that energy spreads too. You’re the Energizer Bunny of your organization—how you show up affects how everyone else performs. Take care of yourself, manage your mindset, and always remember the influence you carry. Leadership isn’t just about strategy—it’s about energy and intention.

Thank you so much for joining us today and for sharing such a wealth of knowledge, Roger. Your insights on leadership, motivation, and business strategy were not only practical but truly inspiring.

You’ve given our audience a powerful roadmap to lead with purpose, communicate more effectively, and build stronger, more engaged teams. We’re incredibly grateful for your time and expertise, and we look forward to having you back again soon!

To hear the full conversation and dive even deeper into Roger’s strategies for leadership and business success, be sure to listen to the complete podcast episode now available on all major platforms. https://www.spreaker.com/episode/boosting-productivity-through-effective-employee-motivation–65745101