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Performance reviews are a way to hold back bonuses from people and also slow or derail the careers of non-white and non-male attorneys.
Unfortunately, reviews can be inconsistent when firms don’t tie them to clear metrics. That said, I’ve seen more transparent systems in firms with structured feedback loops and peer involvement. It’s rare, but worth pushing for—or seeking out in your next role.
I’m in biglaw, got all positive reviews last year (we do mid-year and year-end reviews) but one scathing review from a senior associate (that was wildly uncalled for IMO), and so my firm docked my bonus 50%. There’s no appeal process or anything that can be done once they make their decision. So, I’m not a big fan of reviews.
They 90% reflect the market and 5% reflect how they feel about you as an individual. The other 5% is a mystery but also likely about the market.
Reviews are golden when it’s booming, rough when it slows, and so-so in times like now. This is not a coincidence.
How many classes did your law school offer in business management?
Lawyers are often terrible managers because they’re never taught how to do it. It’s not surprising to see poor managing and failure to adequately use tools like reviews.
But even if you had the best management structure, no matter the job you still need to know how to play the game in order to advance.
When done correctly, performance reviews can be a great tool for growth and development. However, the problem is that almost no one is properly trained on how to give performance reviews or how to perform an honest self-evaluation. They also aren't usually provided at a cadence that is useful to either the employee or management.
Honestly, it’s so obviously transparent that performance reviews are entirely about playing favorites (and papering over economic layoffs as “performance” issues), that I’m surprised people still think this is genuine. Guess some things are so idiotic you’d have to be a lawyer to believe it.
Used to believe in them. Then I was fired 2 months after a glowing one-year review without any feedback in between. When I asked what happened I was told by my group leader he saw a drop off. The main drop off was a winning dispositive motion to screw a former partner out of their bonus when most thought we wouldn’t win. Lol.
Pro
If this was your “dropped off” work product, I can only imagine what a rock star you are “when you really try”. 😉
Read between the lines.
I’m a manager in a corporate legal department. Generally decisions about performance are made 1-2 months before performance reviews occur. Preparing for a review in the normal cadence is too late to make an impact. Attorneys should make their case for promos, bonus or other decisions before this process begins. You should understand what is factored into those decisions, make a plan, and document your achievements and the impact on the org, with metrics on how you moved the needle, e.g. revenue, process improvement/ efficiency/ scalability, customer sat, etc. You should also demonstrate how you are meeting the expectations of the next level if looking for a promo. During the year, bring your successes to your managers attention. Share wins, great feedback, speaking engagements, board appointments and volunteer activity. Share what you’ve done outside your day job to solve meaningful problems for the org. Promos require support by other partners or managers, so developing relationships with decision makers is important. You want other advocates to speak up during discussions of which individuals are most deserving. These processes are important, and I think many managers do try to do right by their team. Advocating for yourself goes a long way. If in doubt, ask your manager what you need to demonstrate for a full bonus, promo, etc. Good managers will provide a roadmap. Note, however, the economy, political stability, etc. are real factors and may impact decisions globally even for the most deserving candidates. Good luck!
Performance reviews are often exercises in reverse-engineering. Firm or company decides it wants to get rid of you for whatever reason, then crafts a “performance review” to justify that decision.
Yes
I’ve gotten some helpful feedback.
I don’t pay much attention to reviews to be honest. They tend not to include meaningful feedback and honestly I prefer it that way. What matters is what is real. In other words, you need to be well liked by people with the power to keep your schedule full of billables. Why else care about your what reviews say?
I got a sh1t review from one partner who really hates me because I didn't relocate for her, but got glowing reviews from out of state partners. I got a discretionary bonus along with my productivity bonus and a 24% raise. Made me wonder: Maybe evals don't matter?