During review season, law firm talent managers often need to craft difficult performance review messages for a handful of associates. Alongside partners, these managers invest a lot of time and effort into carefully vetting and formulating these review messages. The emphasis tends to be on the delivery of the review, but there is actually a golden opportunity waiting after the review meeting has concluded. This period can be leveraged to provide support to associates and help them grow. In this blog post, we explore some steps you can take after the review meeting to empower your associates and assist them in enhancing their performance.
Make sure the associate understands the feedback Before moving forward, it's important to confirm that the associate fully understands the feedback provided in the performance review. Sometimes during a challenging or surprising conversation, it can be hard to accurately process all the information. Schedule a meeting to discuss the evaluation in detail. Ask them to tell you their understanding of the message and help them to clarify any areas that may be unclear. Encourage open communication, and make sure the associate feels comfortable asking questions or seeking further clarification. This step is crucial in laying the foundation for constructive progress.
Gather firm resources Law firms have a wealth of resources available to support associates' professional development. When helping a struggling associate recover after a difficult review, take a moment to assess what resources are available to help them. They may feel overwhelmed, and it can be helpful to provide a list of resources they can utilize. These resources may include on-demand training programs, coaching, or mentoring opportunities. By connecting the associate with these resources, you can inspire and empower them to take proactive steps toward improvement.
Help them set clear (SMART) goals Goal-setting is a powerful tool for personal and professional development. Work collaboratively with the associate to establish clear, measurable, and achievable goals based on the feedback provided. These goals should be aligned with both the associate's overall career objectives and the firm's expectations. Breaking down larger objectives into smaller, simpler tasks can make the improvement process more manageable and measurable.
Check in regularly Accountability is key to ensuring progress. Schedule regular check-ins to monitor the associate's development and provide ongoing support. These check-ins can serve as opportunities to discuss challenges, celebrate achievements, and make any necessary adjustments to the goals or action plans. By offering consistent feedback and encouragement, you contribute to a supportive environment that fosters growth and will help your associate to address successfully the performance issues raised in their review.
Receiving a difficult performance review doesn't define an associate's entire career; instead, it presents an opportunity for reflection, learning, and improvement. As a talent management professional, you can play an important role in their growth. By approaching the situation with empathy and a commitment to constructive development, you can help a struggling associate turn things around. Remember, the journey to improvement is a collaborative effort, and your support can make a significant impact on the associate's professional growth.
By: Kandice Thorn, Founder, WorkBetter for Lawyers
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