Hay Group was great but now stands for poor engagement and work environment - Consultant Korn Ferry Employee Review

Micromanagement by Korn Ferry Corporate Set Up in USA No understanding of how consulting works by some in the corporate set up Unauthentic, self centred leaders Country leaders are not empowered to take any meaningful decisions Compliance driven culture Korn Ferry has been trying very hard to run Consulting as a Search business. Though there are synergies between the two, they clearly have their intentions set on using that to gain short term wins over the potential of long term capability and sustainability of the business. It feels like that most senior leaders confuse action with results and feverishly try to do one thing after other, even when the evidence indicates that it doesn’t work. The morale is an all time low due to sudden change in the way people are treated. Country leadership is capable but has no real empowerment to make decisions. The leadership in the corporate office is largely self centred, selfish and is focused on collecting people at Senior Levels from multiple other organisations with one directive: SELL. This of course has had an impact on the way people feel about A) working with others in the company. So collaboration is low because everyone wants to make their numbers B) culture of the firm to an extent that there is no one culture because all the senior partners coming in from different firms are trying to create a mini sub culture of their own. I guess joining Korn Ferry Hay Group is still okay if you are a salesperson and are joining as Associate/Senior Client Partner. I would hesitate to recommend the firm as an employer for anyone coming in below Senior Principal. Some reasons being that Delivery work does not get much respect and there are no base pay raises. With large number of Senior Client Partners joining, the bonuses this year were pathetic as well. On top, because the whole process is centralised in LA, people who got promoted did not know their new salaries till 3-4 months later after starting to work in their new roles. The performance management process is a sham and line managers are powerless and mute spectators with no voice on what rating one will eventually receive. Overall in reward and performance management they do everything that a competent Hay Group Consultant would never advise their clients to do. Another aspect of top leadership is that most senior leaders see their roles as that of police. Sending compliance emails is all one would hear from most of them. In this respect, I gotta say that they run a tight ship. Hopefully this helps them fund their own bonuses at the expense of people delivering and supporting the work.