Law Firm Hiring: How To Implement Employee Performance Reviews
Law Firm Hiring: Implementing Employee Performance Review
Having an employee performance review process in place can pay dividends. Performance reviews give employees the opportunity to see how they’re doing and it allows the law firm an opportunity to put together goals and improvement plans for all employees. Here is a look at how to implement a new employee performance review system.
- Decide what you want to accomplish. Think about what you’re trying to get out of a performance review process. Do you want to find out how associates can bill more? Do you want to find out who your best performers are? Do you hope to rehabilitate employees who are falling behind your standards? Have a clear goal in mind so that you approach performance reviews strategically.
- Examine all the options. There are many types of employee performance reviews—informal conversations, ranking/point systems, panel reviews and more. Look at all of your options to decide which review format works best for you. But remember, you want to make it as streamlined as possible so that the review process doesn’t eat away at productivity.
- Solidify your vision. Once you’ve decided which review format you will use, think about how you will measure your employee’s adherence to your law firm’s mission and values. Also, determine what qualities are so important that you want them measured in a performance review.
- Be transparent about rewards. Every performance review process should be attached to some type of reward system. But your employees must understand how rewards are granted and under what circumstances. Don’t let you reward system remain a mystery which can inadvertently happen when you’re implementing a new review system.
If you’re implementing a new performance review process, pay attention to the details and consider getting help to set it up. Subscribe to the Leopard Blog for discussions law firm management, diversity, law firm insights, and other relevant topics.
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