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Handling Client Interruptions [video]

How do you deal with interruptions? In my last video I talked about keeping an interruption log to get a good idea of what interrupts you during your workday and how often. Today I’d like to talk about one source of those interruptions – your clients. Of course, your clients are important to you, and …

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Eliminate Interruptions: The Interruptions Log [video]

(Jump right to the video) How often are you interrupted at work? A 2018 study by the company RescueTime revealed that 98% of workers say they are interrupted at least a few times a day, and over 50% said that they were interrupted frequently throughout the day. Other studies show that when interrupted, it can …

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Don’t Let Toxic Employees Push Out Good Employees

Are your best employees leaving because others are being given a free pass on their bad behavior? Poorly behaved or toxic employees: Cause emotional turmoil Damage morale Disrupt work Decrease productivity Spread their bad behavior to others Sometimes toxic employees are easy to identify: they shout at other employees, make snide comments, tell inappropriate jokes, …

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One Size Doesn’t Fit All in Your Law Firm [video]

Are you risking losing your best performers because you’re taking a one-size-fits-all approach? If you want to retain the best professionals in your firm, you need to treat them as individuals. Everyone doesn’t want the same things. They have different motivations. Their circumstances are different. They have different goals. They are at different stages of …

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What Happens When You’re Not Clear About Advancement Opportunities [video]

What are the consequences when you don’t communicate with the people in your firm about what it takes to move to the next level? In my last video in this series on retaining your best employees, I talked about being transparent about what it takes for them to get to the next level. Today, I’d …

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Be Transparent About Advancement in Your Firm

What does it take to get ahead at your law firm?  If you want to retain your best employees, you need to be transparent with them about what it takes to get ahead at your firm.  What happens if an employee wants a promotion?  How does an associate become a partner in the firm?  What skills, activities, or behaviors are required for advancement?  Employees get restless when they don’t know where they stand.  In my experience, law firms are really good at communicating things like how many billable hours are required or conducting performance reviews that talk about past performance, but they’re not necessarily so good at talking about the future and what an employee wants to get out of their career, what opportunities there are for advancement at the firm and what an employee needs to do to get there.  Instead of just focusing on billable hours and past performance, talk to your employees about what they want out of their careers. Help them to set goals that will help them to advance in your firm. If becoming a partner means that you have to bring in business, make sure that your associates know that. Encourage them to get involved in their local community or their bar association. If trial experience is required for partnership, make sure that your associates know that as well and help them to find opportunities to get that experience. If you can’t become a partner unless you’ve had a certain number of years as a lawyer, make sure that people in your firm know that as well. Remember, what might be obvious to you isn’t necessarily so obvious to your employees.  More articles and videos like this:

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Are Your Invoices Hurting Your Law Practice?

Are your law firm invoices helping or hurting you? I’ve seen far too many legal bills that are confusing, disjointed, filled with abbreviations that are difficult to decipher or don’t contain enough information to understand what was done and what the client is actually paying for. Watch the video below (or scroll down if you …

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