Beyond merely asking for a salary raise or bonus, performance reviews also allow you to negotiate for the more intangible benefits that can make all the difference to enjoying your job. This could include being able to work remotely, a better balance of long office hours and downtime, or pursuing training, pro bono or technology projects which upskill you and benefit the firm. Insights has prepared these tips to performing well in performance reviews, and how to ask for both financial and lifestyle improvements to your role.
Do your market research regarding comparable roles and salaries. It’s useful to prepare objective information to anchor what can be quite a subjective conversation.
“Speak to people in the know about salary levels across comparative firms and practice groups in your area,” advised Maciek Motylinski, co-founder of Beyond Billables and an experienced legal recruiter. “You can then point to a benchmark for the firm to aim for.”
Thoughtful preparation is essential to success.
“Performance reviews are no different to court hearings or client meetings - the more you prepare, the smoother they run,” said Katie Miller, 2015 President of the Law Institute of Victoria. “Before the meeting, consider what is expected of you; identify concrete examples of how you have met those expectations; and, if you haven't, plan how you can develop skills to meet those expectations. Some practices have formal review documents you need to complete - the documents may look bureaucratic, but they are a good framework for preparation.”
Not every lawyer will be the highest fee-earner in the firm. Unless you are, it pays to be holistic about your contribution to the firm.
“Your yearly budget and financial targets are only one criterion that is assessed,” said Maciek. “It’s an important one, but many associates are at the mercy of their firms and partners for the work they get. It makes sense to paint the complete picture of your past year, including contributions outside of billables.”
However, it is still important to be across your billables and be able to reflect your achievements well.
“Make sure you know how you are tracking versus budget, and generally against any particular KPIs or goals,” advised Paul Burgess, Director of Burgess Paluch Legal Recruitment. “Keep a close eye on any files you refer in, and anything you do that returns extra money into the firm. Make sure your wins are there to be acknowledged.”
A salary increase might be ideal, but it is worth giving some consideration to other non-financial factors which could vastly improve your experience of work. Flexible hours and working arrangements often feature foremost as reasons why lawyers leave the law or simply leave a job. Posing these issues during performance reviews is a perfect time to renegotiate for the role you want. Write a checklist of what you don’t like about work. This could include being on-call after hours, being unable to work remotely, or not getting enough work to make your billing targets. Use this checklist alongside your request for a raise.
“Be mindful of the broader economic position of your organisation - asking for a raise when the firm is losing money is a hard ask, no matter what your individual performance has been,” said Katie. “Help your manager help you - give them evidence of the value you provide so your manager can persuade the other partners or directors.”
Remember that a performance review really is about reflecting on your performance. While it is an opportunity for you to demonstrate your achievements, you also need to be willing to hear feedback.
“While you need to highlight your successes, be balanced and acknowledge your shortcomings and areas you want to work on,” advised Paul. “Keep the tone positive, and don’t seek out conflict. The review process is there to assist both lawyer and employer, and the hope is that at the end of it both are better prepared to achieve in the coming year.”
“Don't just broadcast your achievements - listen to your manager's expectations, feedback (positive and constructive) and insights into the team and organisation more broadly,” said Katie. “You may learn something that will make you a better lawyer; hear other people’s valuable ideas about career path options; or identify a new area of law or skill you can pursue. Performance reviews shouldn’t be confusing, anxiety-provoking or meaningless. It’s up to both managers and team members to make the most of a process that is ultimately about you and your career - so make the most of it!”
This article was originally published here