Tuesday, June 21st, 2016

Expand The Feedback For Your Firm Administrator

“The single biggest problem in communication is the illusion that it has take place.” – George Bernard Shaw

Here’s the issue: The firm’s long-time, experienced and valuable firm administrator receives their performance feedback from the firm’s managing partner.

Year after year the same person gives feedback to the same person. Very often I hear from firm administrators that they no longer receive formal performance evaluations nor on-going feedback about their performance because they are doing a good job and nothing has changed.

I could give you a very long list of why this is a terrible situation…. for both sides. But, I would rather give you a solution to improving this situation.

Every year, have a different partner gather input and conduct the face-to-face feedback conversation with the firm administrator. If you only have two or three partners, continually rotate this duty.

The value of this activity is two-fold. The “other” partners get to see and hear, first-hand, the volume of duties and challenges faced by the firm administrator and the firm administrator gets to hear comments and advice from several sources within the firm.

The dual-value comes from all partners and the firm administrator getting to know and understand each other better.

  • ""Employees who report receiving recognition and praise within the last seven days show increased productivity, get higher scores from customers, and have better safety records. They're just more engaged at work."
  • Tom Rath

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