I found the Management team very difficult. - Anonymous employee Farsight Consulting Employee Review

Thank you for taking the time to share your thoughts. We’re sorry that you didn’t personally enjoy all aspects of your time at Farsight. It is true that sometimes the leadership team have to make decisions that aren’t easy. We don’t make these decisions lightly and we always consider our team, our clients, and the business when making decisions. We’d welcome anyone to come and talk to us about any decisions they may have not understood, we’d be happy to explain and go through things. On occasions we have needed to give some people honest and difficult feedback about their performance and behaviour, when this hasn’t been in line with the standards and expectations that we think are important as a company, or with client expectations . Sometimes people don’t take this sort of feedback very well. We know it can be hard to hear constructive feedback sometimes and we do our best to work with people to help them hear that feedback and take other people’s perspectives on board. We don’t love giving people feedback that (for example) clients have said their performance falls short of what’s required, or that their behaviour has impacted negatively on others but it’s very important to us that we treat our team fairly and consistently in this respect. And we do think it’s important to encourage our team to take other people’s perspectives alongside their own, even if that feedback can sometimes be challenging for people to hear. It would be unfair on the team if we didn’t help everyone meet the agreed performance standards and behaviours. We aim to treat everyone with equal respect at Farsight and not to have ‘favourites’. We have a number of measures in place for key processes like promotions to make sure they are fair and transparent and also take into account different personality types – e.g. we have a mixed panel who assess promotion applications against pre-set criteria that is made available to everyone who is interested in applying for promotion. This approach was designed by a mixed group of people and has been well received by the team. We do recognise that in general women are underrepresented in the consultancy and tech industries. We are actively addressing this in Farsight by building on our best practice recruitment activities in order to attract women, making enhancements to our maternity policy, and supporting and developing our strong female role models at Farsight. For anyone reading this who is considering working at Farsight, we would encourage you to come see for yourselves. Ask us anything and if we can’t answer to your satisfaction, then maybe we’re just not the right fit for each other – and that’s okay.