If your agency ever announces unlimited vacation time...consider this upload

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Ha. Personally, i’ve been milking it for all it’s worth. I used to not take vacation in the past because I wanted the cash payout when I left, but now that there’s no cash payout I’m not holding back. Then again, I torpedoed my career a long time ago.

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How does your firm deal with underperforming associates? We are crazy busy but have a couple first-years on vacation, 50-100 hours per month, and thinking we are a "lifestyle" firm. I don't want to just fire them, at least not yet, but I want to see a change. How many second chances do you give? How many months under budget?

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Any folks seeing effective practices to minimize burnout? Whether it’s agency wide or amongst teams or by managers or whatever?

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