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Performance in the Professions 2024

A survey on employee performance management and feedback in professional firms

This survey covers employees in professional firms (not equity partners). It covers both client facing roles (e.g. lawyers, accountants, engineers etc) and business services roles in these firms (e.g. HR, IT, Finance etc). Please select "unsure" if you are unable to respond to a specific question.

Individual responses will not be attributed. Only aggregated and anonymised results will be reported.

The survey takes no more than 10 minutes to complete. We look forward to sharing the results with you!
1. Frequency of performance reviews (current and desired)
We define a "performance review" (or performance appraisal) as a structured meeting to review performance and progress against objectives, usually including written comments from the reviewee and/or the reviewer.
for client facing employees
for business services employees
How frequently are performance reviews conducted in your firm?
How frequently should performance reviews be conducted in your firm?
2. Effectiveness of performance reviews
How effective are the following aspects of performance reviews in your firm?
Highly effective
Effective
Neither effective / ineffective
Ineffective
Highly ineffective
Providing valuable feedback insights
Addressing underperformance
Assessing / rating performance
Providing positive recognition
Guiding and aligning goal-setting
Having honest feedback conversations
Identifying development needs
Discussing career development choices
3. Performance ratings
Please describe your firm's current approach to rating employees in performance reviews.
for client facing employees
for business services employees
Use of ratings
4. Performance metrics for senior client-facing roles
Select up to four performance metrics used when assessing the performance of a senior client facing professional in your firm? By senior we mean a below-partner role: e.g senior associate in a law firm, senior manager in an accounting firm etc. Please skip this question if you're unable to answer it.
for senior client facing employees
Most important performance metric
2nd most important performance metric
3rd most important performance metric
4th most important performance metric
5. Link between performance reviews and talent decisions
To what extent do the outputs of the performance review process link to compensation and promotion decisions?
for client facing employees
for business services employees
Link strength between reviews and change to employee base compensation
Link strength between reviews and employee bonus decisions
Link strength between reviews and employee promotion decisions
6. Frequency of informal feedback (current and desired)
We define “informal feedback” as a check-in that involves limited preparation or documentation. It is more akin to a coaching-style conversation than a performance review.
for client facing employees
for business services employees
How frequently are informal check-ins held in your firm?
How frequently should informal check-ins be held in your firm?
7. Consistency of job / matter / project feedback
How consistently is feedback given at the end of every significant job / project / matter? (For the purpose of this research "significant" means a job or matter or project of reasonable scope or size).
for client facing employees
for business services employees
Employees receive individual feedback
Teams complete a debrief
8. Impact of hybrid working on feedback culture
How has hybrid working impacted feedback?
9. Use of technology
How do you use performance and feedback software in your firm? (Please select all the responses that apply to your firm)
10. Use of AI
Describe your firm's plans for using AI in the performance management process.
11. Overall effectiveness
How do you assess the overall effectiveness of your performance management practices in driving a high performance culture?
12. Top change priority
What is your top priority for improving performance management in your firm in the next 12 months?
Firm sector(Required.)
Firm size (total headcount)(Required.)
Firm HQ location (country)(Required.)
Your role (select the role that most closely applies)(Required.)
To receive our research report and briefing invites, please provide your name and email below. We will also add you to the Performance Leader newsletter which comes out every two months and covers the type of content covered in this survey. See our privacy policy for more information. If you have any questions or comments about the survey or its content, please contact the lead report author, Ray D'Cruz (ray.dcruz@performanceleader.com).

We expect preliminary results to be communicated in December, and our report to be finalised in February. Our thanks to our research partners: Managing Partners Forum, People in Law and Chilli IQ. We look forward to sharing the results with you!