I’m in a position where I’m transitioning into a senior associate role. I’ve had several conversations lately with partners about young associate work product. Several concerns have been raised about a first year who I’ve also become friendly with. I’ve worked with them a little but not to the point I’ve seen many work samples. The friend in me wants to mention these concerns, though I don’t want to betray confidence. Also, my first-hand observations are not enough to give this open

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I second LC1. Maneuver in the shadows to help that kid.

likehelpful

Do you have the ability to staff them to something you’re on? Had the same situation and thought the junior was worth investing into, so staffed them knowing what I was getting into and budgeted extra time for more intensive intervention. They were able to course correct and seem to have fixed the issues on their other projects that were generating concern.

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Yes, but to a certain extent in a niche area of law. I do know those in other areas have complained some too. I have thought about this, and plan to, but idk how far I can take them. This person has been licensed for a half a year and I think they’re worth investing in.

See if you can find a way to help them improve without breaking any confidence.

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If the partner isn’t happy about the work and you have a chance to help the associate do it. If you stay silent then that associate will get fired. Nobody can fix a problem they are unaware of. Also if the partner is concerned about confidence over having the quality work corrected then there are bigger issues at play.

likehelpful

Yes, agree on the operating in the shadows. I have something similar only unfortunately I have seen the work product and had to disclose some of it.

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I'd just give them feedback on their work and let them know all this stuff matters for reviews so you want to make sure they stay in good shape. Keep it positive. Dont stick your neck out and get critical or tell them their poor performance is noticed cus they could get angry and blowback at you if you're critical (and everyone else might start to say it wasn't your place to be critical, which is nonsense but some partners are crazy and change their expectations constantly, so I've seen it happen).

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Don’t be a scab, help the associate and not the partner

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Is this serious or joking?

Feedback. What are your thoughts for handling? I’ve thought about asking to grab coffee, sit in office, etc. also, I can just
Let it be. Thoughts for handling this? Thanks.

You could always ask them to coffee and then just guide them a little. I wouldn't mention what has been mentioned to you specifically though. You definitely don't want to betray anyone's trust.

You’re not their friend. You’re their boss. I’d rather have a SA bleed all over my work product than a partner. Also, it’s your work product if it goes through you so it reflects on you too. If you keep getting trash work, you should then disclose it. You need leverage, not be a babysitter. But first, try to have them course correct.

Anything you can do to encourage the people who supervise her work to give the junior associate direct and specific feedback will help. As supervising attorneys, they have the duty to train and give feedback. That’s part of their job. Associates will never get a fair shake and firms will lose out on their investments in talent until the learn how to do this effectively. Good luck!

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