Please help me!

I work at a boutique firm and we have a summer associate who I have largely been responsible for supervising.

I am finding it painful that he reaches out with questions piecemeal rather than working through what he can and then coming to me once he's done all he can. PLEASE HELP ME understand how best to communicate this. As a paralegal I'm obviously in a precarious position, but the attorneys have basically washed their hands of him because of this work style.

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In response to the first email of the day, say something like “I’m going to throw some time on the calendar to come by and talk through any questions that you have—can you make a list and we’ll go through them all at one time?”

likehelpful

That’s a good idea too

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Your job to supervise him and provide feedback to help him learn. Would just say to him “you’re doing great work and you should feel free to ask questions as that’s how you will learn, but it would be more efficient for both of us if you collect your questions and ask them in bunches rather than piecemeal. Recognizing that there may be exceptions such as questions where you would be unable to continue with the assignment until you received the answer.”

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Ctrl+C, Ctrl+V.

Seriously. Just tell him what you told us.

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Your point is logical. Ask him for permission to advise him. He will grant it from curiosity. Make your point with tact. Be sure to tell him how he can improve.

Do you know the story of the Good Samaritan?
Go And Do Thou Likewise.
This is my two cents.

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I keep wondering how some have no room for growth but stay in a law firm that has no time for baby sitting, while others with better work skills, education, and emotional intelligence, don't. The attorneys deserve this because they push the can down the road instead of applying their leadership skills just as they would in a court of law.
I once applied for a remote job but didn't obtain it because they didn't have someone to "teach" me the ropes. With a JD , a LLM, and a MBA, I can figure out the cracks from the outside. Instead of investing in someone like me with lots of potential for their ROI, the passed the opportunity. Sometimes, such incidents are a two-way street, giving an insight into how someone would fit into the team.
There are so many ways to tackle this but none are as efficient as being straight forward. Instead of dealing with irrational expectation management, make a to-do list with details on how to accomplish it. Some people need that. If they can't do it, perhaps it's time for the boutique firm find a more motivated candidate. Best of luck!

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