Joined a boutique. Am a mid level. Senior I work with most has no clue how to manage effectively. What are some productive ways to raise this? Examples are sitting on things, creating needless layers of review for little communications, failing to plan and then causing a huge rush…the classics. Really like them, but it’s bringing the team down

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“Here’s the draft. They’re looking for it by 5 pm. If I don’t hear from you I’ll send this along.”

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Agree with the others, this is not your problem to solve and you’ll just put a target on your back if you try to get this person’s superiors to act.

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Frustrating but can you be proactive about the scheduling piece at least? Ask if you can get so and so started on research, or if you can start putting together the agreement, or whatever. Plan to get them a draft a day or two ahead of the deadline. That sort of thing?

The extra layers of review is also annoying but if you’re new, you may just need to build trust. Having to rebuild credibility is one of the worst parts about lateraling, imo. Coming from big law doesn’t necessarily get you a head start on that process.

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Do you have a sense of why this is happening? Is the senior burnt out, overwhelmed, insecure, or hoarding work (all common patterns)?

This situation may be a clue that there are systemic issues at the boutique.

I would frame any convos with the senior as “how can I help you,” instead of judging them, and try to get more information on what issues there are in the boutique culture.

I would also take steps to document issues, discussing deadlines and assignments in writing and copying them to the firm’s shared document management system.

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