Managing lawyers is difficult work. Finding those diamonds in the rough and giving them the direction they need to shine is even more difficult.
Admittedly, some associates aren’t cut out to be lawyers. They don’t follow up with clients, they’re preoccupied with their own lives, or they lack the motivation to represent clients with the dedication they deserve.
But I ask people, what happens to their associates after they leave you? Do they quit practicing law and fry chicken at Chick-Fil-A? No, most of them go on to have very successful legal careers.
When I first began hiring associates, I had a rough time keeping them employed. I’m sure some of my past employees would call me fire-happy. Eventually, I had to some introspection to do. Maybe I could have done a better job pulling success out of them. Maybe I should have slowed down.
Invest time in your people, your management, your training, and your communication between associates. Spend more time hiring. It’s a time-consuming process, and it should be.
The last thing you want is an alumni group of your ex-employees in your community. Click play and find out how you can stop firing your associates and create your own rock-star legal team.
