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Worked at a firm where procedures were set out but ran into the issue of many attorneys want to do things the way they want. Maybe standardize forms, file set up (digital) discovery, things that are done over and over again. We also used the seasoned staff to train new hires as to those procedures, accounting requests, files, etc. You could also set up a program where your files are worked per a metric that tells the attorney and staff when to do whatever needs to be done .
In a perfect world you would hire qualified paralegals who have the ability to learn and who you will compensate adequately so they want to stay. Then you would have your experienced paralegals train those individuals over the course of months or maybe up to a year. And you would compensate the individuals doing the training accordingly rather than just assuming it is part of the job on top of an already crushing workload. But, alas, the world is not perfect, and we can't have nice things. :)
This would be ideal but not the situation I’m facing or what was asked in the post. unfortunately I have a team of ineffective support staff I need to reach a certain standard before I can entrust them to teach any new hires. Trying to work with what I have rather than clearing house and starting fresh.
For the over 30 years I have worked in litigation paralegal structure provided the training. Meaning new paralegals joined the firm and were assigned to senior level paralegals who trained them on how to do the job. This was live action training on real projects which is 1000 times better than some conference room droning speech on how to do the job. Mid-course corrections were made real time in a team atmosphere.
The issue at the top BL firm I work at now is that we only have people here for 2 year commitments and super seniors. No level of paralegal staff who want to do this as a career. I have close to 30 trials in state and federal jurisdictions all over the country under my belt and no one to pass that knowledge on to. In the next 5 years my level will be pulling the plug and there will be no one left to fill the void…at least no one who knows what they are doing
wow, i am just starting out in my career and would love to have a mentor like you! unfortunately, most of the firms i have been at have high turnover over rates and over worked senior paralegals who don’t have the opportunity to participate in a process like this.
I love developing SOPs and workflows. You need to bring someone in to look at your current processes (or lack thereof), determine what processes will work best for your practice area, have the SOPs drafted, implemented, and provide training on them so that every is consistent across the board.
AA it tells me you're not available for messaging?!?
I have been working for boutique small firm attorney which has been uncomfortable and unprofessional plus rude. He doesn’t want to pay the staff. But want to hire. AI to do paralegal work and office duties for free or reduced pay no higher than $200. I am a paralegal litigator he pays $1000 twice a month and gave me a raise if $1000 and took it back. And then said to me I am too high of pay he doesn’t need me anymore. What should I do
Apply for a new job
I just got my paralegal certificate and honestly, it did not prepare me for the workforce. When I could see that I had not received proper training. I started going online and I ended up at a website called “Paralegal Bootcamp” by Ann Pearson. She was a paralegal manager for over 20 years. The courses were kind of expensive for me as an individual so I hesitated in purchasing them, but once I did, I cried because I could’ve kicked myself for waiting so long. She has a podcast and five or six different courses that apply to different things in the workforce. She teaches attorneys and their staff. It was truly a game changer.
Thank you for sharing and I’m sorry your certificate program didn’t give you the foundation you expected!