One of the striking things about law practice is our “sink-or-swim” mentality when it comes to junior associates. They do their law studies, we recruit them through various mechanisms, and then we basically just leave them to it. Then comes the “performance review” process, and at this point the problems with the system become evident. Most law firms do not have an effective performance counseling system. High performers are rewarded with financial compensation. Poor performers are noted during their performance review and given feedback about what they need to do better, and we congratulate ourselves on having dealt with the issue. Except that we haven’t. ... READ THE REST
Originally published June 17, 2014
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