How do law firms monitor the progression of their associates? Until recently, monitoring focused on one primary question, addressed at one annual event. The key question posed by law firms was some version of what is this associate doing for us? The annual trigger for this moment of monitoring was the salary review season. If we have to review someone’s salary, let’s benchmark it against their contribution. Sure, there are hard and soft factors, but the emphasis was always on contribution. How did this feel to an associate? Lip service at best, often leaving them unsupported, unvalued and unhappy.

This entire approach is starting to change, and law firms are paying attention. The expectations of the millennial associate, the health and wellbeing crisis, and the talent wars are all contributing to a re-think. Our readership community is very engaged, so maybe we’re also contributing.

As we discussed in the previous lesson (“An Associate Lost In Space Will Be An Associate Lost Forever”), it’s not just about what firms want from associates, it’s also what they want for them. Working wellness is a virtuous circle where you work well because you feel good, and you feel good because you work well. Creating this environment is a game changer for associates, and it carries over into how law firms monitor them. Firms who care about the associate experience understand that monitoring isn’t a one and done event. It’s ongoing, and it calls for a working wellness plan.

Like so many things in the newest reality, there’s no tradition for firms to follow. Since it’s a monitoring challenge, the principles from Lean Adviser work here, just as they would in a legal project. Monitoring has three components: Observation, Evaluation and Correction. Stay involved with associates, give them tools, set realistic career milestones, try to spot problems and then correct them. We can even borrow some of the steps on the Project Review Checklist, albeit a little modified:

  1. Get each associate’s perspective on their progression and motivation.
  2. Stay involved with associates and keep observing.
  3. Schedule progress review meetings at key intervals.
  4. Review the working wellness plan together, and discuss progress against milestones.
  5. Spot any issues or problems, find the root cause and address it.

These simple steps will lead to happier, more productive and better supported associates.