I’ve been mentoring junior associates unofficially for years helping them navigate cases, decode partner preferences, survive politics, and none of it shows up in reviews. Meanwhile, the people who never lift a finger get praised for developing talent. I love supporting juniors, but it’s real time and emotional labor. At what point do you start asking for actual credit, or even compensation, for mentorship?

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What exactly do you mean by others getting “praised” for mentorship? Is it actually turning into something material for them (better work, more compensation somehow, etc) or is it literally just pats on the back in a meeting or better reviews (and if it’s showing up in THEIR reviews, how do you know this?). If it’s the former, that’s something you should raise with a partner you trust so you’re getting proper credit for what you’re already doing.

If it’s the latter, then you really have to ask yourself why you’re mentoring. Most people who do it consistently do it because it’s intrinsic- they like supporting juniors and being a solid firm citizen. And if you’re doing it at the level you say, your reputation is probably helping you more than you realize (by buying you a lot of goodwill in the form), even if you’re not getting explicit praise. But if what you’re actually looking for is pats on the back, you’re setting yourself up to be frustrated because this industry gives out praise unevenly and rarely in proportion to the work.

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Those juniors will remember when they are in future positions outside of this firm. Karma often has a way of finding itself in the right place in this industry. But the key is to not have expectations, only then will you truly reap what you sow

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I thought that within midsize to BigLaw firms, mentoring was part of the senior associate’s and partner’s responsibilities. I’d like to see the responses to this question as well.

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