How to Design an Attorney Performance Review Process

Updated:

December 12, 2022

Attorney performance reviews are different from your typical employee review. While the reviews may measure common objectives like new client wins or teamwork, they must also evaluate the factors that make successful attorneys, not just employees.

How have the attorney’s clients rated them?

How well have they developed junior associates? 

How do they contribute to team profitability?

The tips in this post will help you craft a meaningful law firm employee performance evaluation. You’ll find specific metrics to evaluate an attorney's performance and even get a head start on creating your review. 

5 Tips for an Effective Attorney Performance Review

The following four tips are a place to start measuring attorney performance. However, don’t try to boil the ocean. Take the time to build a concise list of metrics that are most impactful to your employee, team, and firm. 

1. Bring Measurable Goals into the Review Process  

Goals provide a baseline upon which to start the review process. According to Edge International, one category could be “outcome measures”—or the outputs and results the attorney has already achieved. Here are some examples of performance goals for lawyers; these can be quantitative, qualitative, or both.

Quantitative measures include:

  • Billable hours
  • Realization rates—the difference between recorded time and the percentage of that time clients paid.
  • Value/price of engagements negotiated
  • How much the employee has contributed financially to the firm, such as fees-per-earner. 

Qualitative metrics could include:

  • Junior staff retention rate
  • File and client audits
  • Training, coaching, and developing associates

Track your firm's individual and company-wide goals with PerformYard.Learn More

2. Formalize Peer Feedback

Incorporating positive feedback into the review process is a must. Don’t just limit it to feedback from a manager to a direct report—get input from peers too. 

This step is easy in PerformYard. The software helps law firms capture informal feedback, save it in an employee’s profile, and make it available to look at during reviews. Emphasizing an attorney’s strengths and highlighting them in reviews puts the attorney in a position to succeed.

Bring informal feedback into performance reviews with PerformYard.Learn More

3. Stay Current on Cases with Quarterly Reviews and 1:1s

An annual review at a law firm is fine, but it should be aided by quarterly reviews and 1:1s.

Attorneys may work on many cases throughout the year, and it’s hard to capture a clear view of all that work after a full year. Plans could’ve been diverted, there could’ve been staffing changes, etc.

Quarterly reviews and 1:1s allow attorneys to review more recent work and make improvements during the middle of the year instead of waiting 365 days.

4. Use Performance Reviews to Build Mentorship

Mentorship is vital at law firms, and performance reviews provide a chance for managers and attorneys to connect. However, that doesn’t happen at firms that only use annual reviews or downward reviews. 

Upward reviews allow attorneys to get a chance to provide feedback to the people above them and build stronger relationships. 1:1s provide the same  opportunity.

Creating a review cycle with 1:1s, quarterly reviews, and annual reviews gives attorneys plenty of chances to connect and increases the odds of your firm having a strong mentorship culture. 

5. Use Review Form Software to Formalize the Process

It can be daunting for an HR person at a law firm to revamp a review process set in stone for years. However, software like PerformYard can take your current process and streamline it, centralize it, and make it easier to execute.

Notifications, stored feedback, custom review cycles, and custom review forms make the process of running performance reviews easier for HR people. 

Building a culture of strong performance starts with showing your firm that you’re committed to the performance review process. Using dedicated software can help send that message. Plus, it’s easy enough for anyone to use, even longtime lawyers who are used to using paper forms. 

Take 20-minutes to seee why PerformYard is the easy choice for your HR department.Learn More

Attorney Review Templates to Get You Started 

If you’re ready to change how you do your performance reviews for your attorneys, you’re in the right place. You can customize the following review templates specifically for attorneys.   

Click here to see the six modern performance review templates

You can also get a quick demo of PerformYard to see how the software can streamline your firm’s attorney review, so you don’t have to use paper / PDF templates.

What to do next.

Here are three ways you can continue your journey to a more modern and effective performance management strategy:

  1. See PerformYard In Action. Find time with one of our product experts to get a live look at what it's like to use modern performance management software. Every call starts with a 5 minute discussion of your approach and then immediately dives into a live product demonstration that's based on your organization's process. Or start by watching a 2-minute video overview.
  2. Learn more about modern performance management. Start with our Guide to Building a Modern Performance Management System, or visit our blog to see the latest ideas from our team.
  3. If you know other HR Pros who would appreciate this article, share it with them through email, LinkedIn or Twitter.