Cutting through fears of criticism and failure

  Fear of criticism and fear of failure are common concerns of early career lawyers. The sources of these fears are divergent, but there are common threads. Graduates will often have been the brightest and the best at school, where failure was a rare experience. Also, university learning style is structured and predictable, compared with

Extracting value from the first hour

  I think I’m OK at the whole productivity/behaviour game. But just recently a client spoke to me so passionately about value lost at early morning log-on that I thought I’d pass the story on. It goes like this… The lawyer arrives, logs on and opens Outlook. He starts scanning his email inbox. In the

It’s nearly Christmas, so think mid-year reviews

Mid-year performance reviews can be really beneficial, provided you go about them the right way. Theory and practice regarding performance management is constantly evolving and reshaping. There are, though, some enduring boxes to be ticked. They are: ·       Do we review? ·       When do we review? ·       How do we go about it? ·       What

Bonus Systems – what to measure?

This is the second in this series. (Read Part 1 and Part 3) In this part, we look at bonus structures. We recommend four core principles… simplicity, clarity, consistency and fairness. Simple is best. Complex mixes of qualitative and quantitative can be unhelpful. Indeed, contestable qualitative measures can actually demotivate. Qualitative feedback is fine for

Reviews – be organised, consistent and don’t just discuss money

Large institutional firms are generally more organised than small firms in the employee review process. But there’s no reason why small firms can’t do it just as well. Here are some tips… Make your annual reviews part of your annual forward budgeting process. In other words, plan your costs and fees in the one exercise.