Most of the time I write on my firm’s blog about actions against the police, news and politics, and legal issues.
This is not one of those times. Today I want to talk about:
- the team we have here at Donoghue Solicitors,
- how staff appraisals bring out the best in us, and
- why this matters to our clients.
How We Do Staff Appraisals
I recently concluded staff appraisals. Some managers dread them. They think of appraisals as box-ticking exercises and race through them.
Not me. As the director of my firm I find them essential, from both a management perspective and a personal one. We’re a small and close-knit team, and discuss personal and professional matters daily. But at the formal appraisals we take our discussions to a higher level, and deal with:
- goals and objectives,
- achievements, accomplishments, and responsibilities,
- performance evaluation and areas for development,
- career development, and
- anything else we want to discuss.
Before the appraisals I ask all staff to complete a questionnaire and bring it to the meeting. I take this part seriously, dedicating time my team could otherwise spend working. They think about their:
- past performance,
- efficiency improvements,
- aspirations, and
- anything else that comes to mind.
Armed with this information we have honest and open discussions in the appraisals. They take time, but are well worth it.
Outcome of Staff Appraisals
As expected, the appraisals brought out the best in my team. They told me that they want:
- more responsibility,
- challenging work, and
- involvement in the future planning of the practice.
I was also impressed how they thought about, and wanted to take responsibility for, their own futures. Everyone’s training needs are different but they all want to improve. Some of my team are fortunate to be “millennials”. But they couldn’t be further away from the stereotype of people waiting for others to help them. They don’t want participation awards; they want to participate.
What came across was the genuine satisfaction Donoghue Solicitors’ staff have in their work and workplace. As I explained here in this post about why we do not pay staff bonuses, having a “client first” philosophy benefits everyone involved. My parents taught me to treat others as I want to be treated. We all win, especially our many satisfied clients, when our people have the best tools and working conditions to do their jobs.
The appraisals energised my team. They are even more determined to showcase their talents and deliver for our clients. I’m lucky and proud to work with such an excellent, dedicated, and talented group of people. I knew this already, but it’s nice to be reminded.
Read more from Donoghue Solicitors’ expert team of lawyers on the blog.