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My LM is so keen on small small things, not related to coding but documentation and all. Atleast once in a week I'm committing mistakes on small documentation points n he is stressing on same. Are there any chances that my probation will not be extended or is it a clue for me from my LM. He is Looping his LM and asking questions/clarifications.
Should I ask him directly or can be ignored or need to try outside. Please suggest Barclays
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Nationwide, multi-office here. I have 25 in 2 offices under my management here on the West Coast. In addition to weekly meeting with my practice group (I chair) and in addition to an open (Teams) door, I have put in place (none mandatory) (i) a daily 3 pm call where we all - staff included - go around the table an highlight the top 3 things each of us is working on and what, if any, we could use a helping hand on, (ii) an opening of purse strings for CLE (if an associate wants 1-1/2 hours on wine law or renewable energy in Kenya, he/she feels more in control of their progress and, who knows, it might lead to a new practice as well as transferable knowledge), (iii) a virtual happy hour COB Friday, and (iv) a monthly "game night" (1-1/2 hours) where associates, on a rotational basis, are in charge of selecting the game and leading all through it. Attendance is very high in spite of workload, conference calls, etc., the associates are empowered, and the office remains collegial.
This is all really great - particularly the 3 pm call.
I've been meeting with the associates in my department weekly to try and connect with them and hear/address any concerns. We just had a meeting about work life balance which is really hard when you spend the whole day in a house. Mentoring, communications and training are key now.
Definitely having a safe space where they can talk to you helps.
Work life balance is harder when we all are at home
Yes. Hire people who have a more realistic sense of the choices they’ve made when they accept a job in a prestigious, highly profitable law firm that pays the highest base salaries and is willing to pay the highest bonus compensation to the highest performers. To accept that job and then complain about the firm’s inability to accommodate their lifestyle is silly and immature. Many of the firms use the crucible of hard work and demanding schedule to identify the few who will have opportunity for partnership. The rest, if they take advantage of the opportunity, will have top training and an excellent resume to support a great career.
This is the best post I have seen. Too many associates want advancement, promotions, etc. without putting their time in. If they want a work life balance, they should be more selective about where they apply and adjust their expectations. Their job is to make the firm money and too many young attorneys fail to realize that when accepting offers.
I posted a thread asking associates what they are most looking for in a firm long term. It’s been a really active thread and is worth the read. A lot of honest input. I am sharing it with our HR and my partners
Obtaining input is fine, but constantly giving in to their wants is detrimental. Some turn over is not always a bad thing.