Young Lawyers: Getting the most out of your performance review

Getting the most out of your performance review

DAISY MACLEOD, WALLMANS LAWYERS

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“It’s not bragging if you can back it up” – Muhammad Ali

Preparation, self-reflection and growth was the running theme at this year’s “Performing at your Performance Review” Seminar. With the second Young Lawyers’ event for 2021 selling out in under 24 hours, it was clear everyone was keen to turn off their webcams, mute their microphones and get back to enjoying the company of their colleagues at an in-person event.

The Seminar featured panellists Rebecca Sandford (Special Counsel, HWL Ebsworth and President of the Law Society of South Australia), Michael Kay (Partner and Practice Leader, Employment, Wallmans Lawyers), Kate Maguire (Human Resources Manager, Wallmans Lawyers) and Paul Burgess (Director, Burgess Paluch Legal Recruitment) who shared observations they have garnered over their successful careers respectively, and offered practical advice on how practitioners can get the most out of a performance review.

It was interesting to observe that the impact of COVID-19 meant that a majority of the attendees were not afforded the opportunity to have a performance review in 2020. The panellists emphasised that a formal review should be a culmination of the regular informal discussions between a practitioner and their Partner and/or Manager throughout the year. This is so issues can be addressed as they arise, and feedback is provided on a regular basis, so that when the time comes, a performance review can be spent reflecting on the practitioner’s accomplishments and learnings, discussing individual goals, and forming productive plans for the year ahead.

The panellists agreed that the most stand-out performance reviews come from those who noticeably prepared and had done the groundwork prior to their review. This meant having filled-out the associated paperwork, and perhaps even sending it along with an outline of materials that the practitioner would like their Partner and/ or Manager to have the time to consider in the lead up to the review. Being thoroughly prepared can help to alleviate the stress of what may be considered a confronting experience for many young practitioners.

Collating a collection of achievements that a practitioner has reached throughout the year, affectionately dubbed by Rebecca Sandford as a “Brag File” was one major takeaway for the night. The panellists encouraged practitioners to save “brag” material to stow away, not only for one of those rainy days as a confidence booster, but also to serve as a helpful resource when preparing for a performance review. Examples of “brag” material included things such as positive feedback received from a client, work colleague or a practitioner outside the workplace, or a record of a great outcome achieved for a client.

The topic of salary was raised, with panellists flagging the importance of keeping in mind the difference between a performance review (open discussion about development and career progression) as opposed to a salary review (an evaluation of base salary). On the topic of salary increases, the panellists commented that it is uncertain how firms in Adelaide are going to respond in general, however there is an “air of expectation” as a result of most practitioners missing out on a salary increase last year.

The panellists agreed generating billable work is obviously important given the nature of businesses. However, as practitioners within the first five years of practice, a lot of time will be dedicated to developing and refining their skillset to bring more value to clients, and actively contributing to the success of the business. This could include things like drafting a summary from a webinar to circulate internally, or providing a case law update for clients, taking on internal firm responsibilities such as volunteering as a first aid officer or fire warden. The panellists highlighted that participation in extra-curricular activities outside of the workplace, such as sitting on a committee or board, does not go unnoticed and should not be underestimated by young practitioners.

The Young Lawyers’ Committee would like to thank Burgess Paluch Legal Recruitment and legalsuper for their ongoing support, Wallmans Lawyers for generously hosting and the panellists for their valuable time and insight.