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Sit down with them before they even begin the assignment. First time you get it and it isn’t what you wanted, sit down with them and walk through the assignment. Do they understand the point of it? Your expectations? Then go through what they did. Why is it wrong? What needs to be done differently? Is it really wrong or just stylistic? Make sure they are crystal clear on the assignment and how to do it, including where to get resources they might need. Remember they are juniors. They know literally nothing. When you get the next draft, repeat process. I can tell you from the senior lawyer’s perspective, the problem is more often in the mid level/senior associate’s instruction and guidance than in the junior’s ability to do the work. When someone elevates this type of situation to me, my first, second and hundredth questions will be about how the more senior associate is leading the team.
Shout out to Counsel 1, it seems like any associate working under you is in a great position. You seem understanding yet firm. People forget juniors are newly minted attorneys and law school (especially for transactional attorneys) does not teach you anything useful for practicing law
Coach
Lots of great advice here on how to teach and mentor and get good work product, especially when you’re new to managing. Managing is v difficult and getting better at it is an ever continuing process, good on you for recognizing that and trying to work on your management.
I would also mention that you may have more sway than you think when it comes to your team. As a midlevel to senior associate, I was very trusted by my main partner, and if I said a junior was bad, partner didn’t want to deal with them either.
Do you have other juniors? A way to go about it might be proactively asking for the juniors you know are good and have developed good working relationships with. E.g., “hey partner x, thanks for thinking of me for this transaction! I’d love to work on it. I’m also going to be juggling this with other transaction for partner y, so it would be great if we could have a really strong junior to stay on top of this one so nothing slips through the cracks. I’ve worked with junior A and think they’re great, are they available?” Doesn’t always work, but maybe worth a try.
As a senior, I also appreciate when associates support and elevate each other (and am wary when they shit on each other) so I’d appreciate you’re trying to help out Junior A (and bonus maybe you won’t have to deal with Junior B without having to explicitly say they’re bad).
Coach
I am now wondering if you’re the midlevel some first year just posted complaining about how they rewrite her work and take it away from her 😂
It’s good that you’re worrying about these things. You can try raising those concerns with the partner, but honestly, I doubt you’ll change his mind, if he thinks x task is suitable for a junior. But I would just have that discussion up front with the first year before they get into the work. E.g., “I hear partner x wants you to write this motion! That’s great, that’s a real challenge assignment for a first year. Here’s how I would approach that. [insert explanation]. Partner wanted me to help you with this so please feel free to reach out with any questions through the process, don’t need to have the first draft done before we speak again. [maybe insert additional check in points - outline of their thoughts/ideas after initial research but before initial writing?]. Don’t worry about it if I do an extensive rewrite - doesn’t mean you did a bad job, that’s the expectation.” That way you’re setting up their expectation its more of a first draft and they’ll be less butthurt when you rip it apart.
Goal being to get close to the same place as how you actually want the assignment handled, without stepping on the toes of either partner or junior.
Coach
I am in the same boat and SO feel you. Really hard to stay afloat in this job when you have no good support.
Here are a few things I have been trying (but certainly have not figured out the secrets on this one yet):
—give the junior your deadlines, not the client/partner’s deadlines. Build in your review time and possibility you’re going to have to ask them to re-do.
—even if you have to re-do it, do it in track changes and have them review/accept and run the redline or whatever. Ask them to look at what you did and take some notes. (This doesn’t always work but is a little faster than constant email/phone explanations honestly.)
—try to find one thing to praise before you dive into criticisms. People simply don’t learn well when they’re scared/stressed/feeling bad about themselves, so even if they did a bad job — try not to tell them that in so many words. That said it is important they understand they need to step it up: phrases like “part of this job is X (thing you need them to do)” can be helpful
—ask them what else is on their plate. Is it possible they are overloaded and don’t know how to manage it? If not, this is an opener for suggesting they need to spend more time/think through their assignment more. “Send me something you think could go to the client” can sometimes be helpful. Not always tho. Best of luck.
Give clear(er) instructions. Check in with them after they’ve had time to digest the project and ask if they are on track of have any questions. Offer to review their partial draft so that you can catch big mistakes early and if needed direct them the way it’s supposed to be done.
You are correct that your name is attached to the work - managing is hard. You have to thread a fine line between micro managing and being too hands off. It sounds like this junior needs more guidance, earlier on. Getting upset with them after the fact won’t fix that.