Related Posts
Additional Posts in Big Law
Reasons to use Lexis over Westlaw?
New to Fishbowl?
Download the Fishbowl app to
unlock all discussions on Fishbowl.
unlock all discussions on Fishbowl.
Reasons to use Lexis over Westlaw?
This site is protected by reCAPTCHA and the Google Privacy Policy and Terms of Service apply.
Download the Fishbowl app to unlock all discussions on Fishbowl.
Copy and paste embed code on your site
Send download link to your phone
OR
Scan your QR code to download
Fishbowl app on your mobile
Mentor
Set up an in-person meeting. Give initial praise to blunt the blow and note that you appreciate her hard work. Then walk through it and explain how these are typical issues you see and that you’re noting them as an FYI for when she finally starts as an associate.
You should give them holistic feedback — what they did right and how they can improve for the next assignment.
Subject Expert
Frame it as “this is feedback I give all my juniors as it’s very common to get wrong”
Why do people feed this weird complex attorneys have of never being able to take constructive feedback? Just talk to them like a human and tell them what to do better next time. Their entire job is to learn right now.
I don’t think she’ll be unable to take it… I’m just also early in this career as well, so I was hoping to benefit from the collective wisdom and experience of the community on tips and advice on how to perform this aspect of my job well. It’s strange to me why people always find a way to be upset about anything.
I am seriously wondering what your work environment is like if giving feedback is something you wouldn't normally do. Feedback is necessary and a key part of the experience for all associates. It is not "unsolicited" -- it should be a expected. With all of that said, the best way to give constructive criticism is in person/over the phone so there is no misunderstanding of your tone.
It’s not something I wouldn’t normally do. I’m just a junior associate myself, so I’m still gaining experience with giving helpful and constructive feedback and I haven’t had to do much of this with summer associates yet.
They're summers so my view is nothing they learn now will really stick. I give feedback on what needs to be updated but I'm not trying to actually train them for next time.
I would want someone to point these things out to me if the roles were reversed and they’re all easily fixable issues, so I think there is some value in me giving her some unsolicited feedback. Any advice on the best and most productive way to do this? E.g., better over email vs phone? It’s early in the program so I don’t want to freak her out. I mostly just think that if she can correct a few things, she will look better down the line when working with folks more senior than I am.
I typically tell them in advance that I’ll provide feedback, and try to do so in person. With summers (especially), I try to couch between two positive things.
Coach
in person always for me. summers have terrible poker faces so it's easier to hit the right approximate balance of encouragement/reassurance vs criticism/feedback. and good for you. they will forget every single thing you talk about but it's still worth your time imo.
Coach
Lol, just give her the corrects just like corrections are given to you. You don't implode when someone teaches you something new; she won't either. Weirdo
Coach
*corrections
Mentor
It would be nice of you but prob a waste of time. Save it for when they come back as a first year