{ "media_type": "text", "post_content": "Been practicing a year now. Of 6 attorneys, 4 will be retiring soon, and I was brought in to hopefully take over. I am troubled: first that my partners largely provide me with no guidance. They handed me a client with a large quantity of fairly straightforward casework and have been hands off since. There also hasn’t been any talk of a raise/performance review. How should I ask for guidance/mentor ship? How do I ask for a raise, or should I presume one is coming?", "post_id": "60085dc4daf4590020885ec4", "reply_count": 3, "vote_count": 5, "bowl_id": "5de71b89e674d9001a783fb1", "bowl_name": "Small Law / Solos" }

Been practicing a year now. Of 6 attorneys, 4 will be retiring soon, and I was brought in to hopefully take over. I am troubled: first that my partners largely provide me with no guidance. They handed me a client with a large quantity of fairly straightforward casework and have been hands off since. There also hasn’t been any talk of a raise/performance review. How should I ask for guidance/mentor ship? How do I ask for a raise, or should I presume one is coming?

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If they aren’t discussing succession planning with you and they are retiring within the next two years, then you may want to gently push for this discussion. I was moved from Associate to non-equity partner at a small firm and was told it was the first step towards ownership. Succession planning was completely avoided as a topic after that by the owner. I gently pushed. Nothing. I finally began to forcefully push and realized there was no succession intent. It was a way to get me to work ridiculous hours to “build my (the owner’s) business” so the owner could try to sell it to another firm on down the line. I’m not there anymore, thankfully. Fortunately, I had the suspicion from the beginning of the proposal that I would not be able to rely on a verbal promise. So, I worked my tale off networking and advancing my knowledge and skill so I would have options when the “promise” failed. Look out for you and seek out a career coach.

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Ask ask ask. And do so in a preservable way.

Agree with others. You should start gently bringing up issues you have. Don't assume things will change, especially if they have been one way for a year. Mentorship: It might be easier to ask for guidance on specific matters or skills rather than just "i would like more guidance." You'll get more concrete feedback, and it will be easier to assess if they are responding to your requests. Raise: Have you had a yearly review? I think this is more easily raised during a meeting like that, where it's more expected. If you haven't had this meeting, ask for one. Once you get to that conversation, you can choose whether you are more comfortable letting them offer a number first or you, but either way, have reasons for why you think you deserve the amount you're asking for.

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