I’m a senior associate leading a deal with two partners (both white men). I’m working with this junior associate (POC) for the first time. The junior is slow and their work product has needed a lot of correction. I’ve asked them to route all of their work through me first. I review it, give them feedback, and then clean it up before it goes to the partners. I want to protect them from being unfairly labeled too quickly. Any advice?

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I agree, it does sound like you’re doing what you’re supposed to do.

As a WOC I felt like I wasn’t given a chance to be mentored - if I had, I think things would’ve gone a lot differently at my last big law firm. I would’ve preferred the seniors I worked with to be straight up with me and tell me where I’m lacking/lagging and not beat around the bush. I think make it clear the reality and consequences of what can happen if they don’t get up to speed.

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The junior associate is probably nervous and overthinking everything hence them taking so long and the mistakes. She/he's probably scared and anxious and therefore not trusting her instincts. I know because this used to be me and the attorneys I worked with couldn't be bothered until they pushed me out. Thank you for covering for her. Honestly, pull her/him aside and be direct, candid about her/his work product. But most importantly affirm her/him and reassure her/him that she/he's smart and more than capable of doing this. All we need is support and grace in this merciless legal industry. Hope this helps.

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Sounds like you're doing what you should do. Are they operating below what a junior at their level should? Do you have the bandwidth to mentor them informally and are they open to it?

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Thanks all! This is helpful. For context, the junior is operating at below their class year and really mostly does clerical/administrative tasks. This isn't her fault. I get that partners are more invested in white males and she hasn't received as much feedback and mentoring as others. Anyway, I used to work at a racist firm early in my career where I received no mentorship or training and was instead blamed and unfairly judged. I don't want anyone to have to go through what I did.

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Current WOC junior and I just want to echo the sentiment of giving direct feedback as early and often as possible. After a year and some change, I’m just now breaking the habit of fixating on perfecting an initial draft / spinning my wheels unnecessarily. Thankfully, I had mid-levels and seniors in my group encouraging me to reach out sooner or to send out a “best attempt draft” coupled with a call request to review things live. That has been truly invaluable for my development and I’m not sure why I needed to be told to do that (as that’s probably what I’d do in any other job) but something about this profession & not knowing so much at the outset can truly be paralyzing at times! Any attempt to instruct or give feedback (even on process) will help.

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This is our extra burden as attorneys of color. Just be careful not to extend yourself too far in trying to help the person. Give them a fair chance to learn and receive feedback, but I’ve seen enough over the years of people I bent over backwards to mentor and help who really didn’t want to be saved and were just hanging around long enough to pay off loans.

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Good for you for trying to protect your junior but remember that this should be a two way street. If your junior is not reciprocating your attention and stepping up to the best of their ability, then they’re not worth you putting your neck on the line for your partners in the process. Buck ultimately stops with you as the senior and it is not unfair for you to demand that your junior respect that by not leaving you in the lurch.

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Good for you. Teach her.

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Kudos to you and we should pay it forward so that we can all get ahead and stay ahead. With that said, is the junior associate improving? I hope so. She can’t always rely on you.

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