Hilary Hosek, Director of Talent Management at True Partners Consulting, discusses how TPC was able to provide employees with balanced and up-to-date feedback by adding quarterly 360 degree feedback to their performance review process.
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How Multi-Rater Reviews Drive Employee Performance: The True Partners Story
About Hilary HosekHilary Hudson Hosek is currently the Director of Human Resources for True Partners Consulting. Hilary holds a Masters Degree in Human Resources from Loyola University Chicago, and she has over twenty years of experience in the people field working for organizations including McKinsey & Company, Ernst & Young Consulting & The University of Chicago Booth School of Business. Hilary currently sits on DeVry University’s Advisory Board for their graduate Human
Resources program. Hilary has a highly successful track record as a turnaround specialist and growth catalyst across multiple people functions including performance management, compensation strategy, recruitment, and training. After completing her undergraduate degree in 1991, Hilary moved to Honolulu, Hawaii to take a year to decide what she wanted to do “when she grew up.” While there she started her career with Ernst & Young. Hilary transferred with Ernst & Young to Chicago in 1994 and has remained in Chicago ever since.
How Multi-Rater Reviews Drive Employee Performance
True Partners Consulting• True Partners Consulting was founded by five former Arthur
Andersen Tax Partners in 2005• The firm provides tax consulting services to large and middle market
organizations• Standard professional services business model; consultants at all
levels working on multiple clients with varying engagement lengths• 36 Managing Directors, 200+ employees• 8 US locations, London, several international affiliates
Looking for a Solution• A task force was established to look into various solutions.• The task force included employees from all levels and locations.• After exploring various options, the task force settled on a potential
Steps Taken During Our Search for a New Tool• Researched various online performance management systems.• Most tools allowed for a standard format of collecting feedback and
completing an annual review all at year-end.• Multiple feedback providers at various times throughout the year in
addition to an Annual Reviewer did not fit most existing systems.
Implementation Process: Lessons Learned• What went well during our implementation?
– The in person information sessions prior to rolling out the tool– Videos on how to perform functions within the tool– Getting buy-in across the firm through the planning task force– Getting buy-in from top leadership– Having many people throughout the firm serve as Annual Reviewers
• Were there things you could have done first to make implementation easier?– More communication– Being prepared for individuals who won’t pay attention to various
System Benefits• Impersonate feature• Process is employee driven; very self-service focused• Additional functionality• Hiding features• Concise use of space