“It’s hard to find the time to give associates feedback”

Yes, partners are busy - though as I suggested in a previous post, for some partners “busy” is a way of saying they don’t feel comfortable giving feedback. A shift in perspective – helping them see feedback as teaching not grading – makes a big difference. But for partners who are truly busy, they struggle to find time because they think good feedback requires lots of it. Feedback to them means a long sit-down, going through changes line-by-line and giving lengthy explanations.

Partners are surprised or relieved (or both!) when I tell them that’s not what’s needed most of the time. Sure, there are times when a longer sit-down is the best course of action (for example when it’s the first time an associate has done a project). But more often, feedback should be short - very short in fact, and focused on just one or two items. Our time and capacity as adults to learn new things is limited. So, while there may be many things an associate needs to learn/improve, it will likely happen one item at a time. Less is more – at least with respect to substance. Better instead to give more frequent, more consistent bite-sized feedback. I tell partners 5 hours of work should mean roughly 5 minutes of engagement with the associate about their work product. There is no science to the 5 hours = 5 minutes I admit – but the partners I work with find it a useful mnemonic to help guide their behavior. 5 hours = 5 minutes feels achievable even for the busiest partners. And those that adopt this mindset – which is most – see its effectiveness. Partners say they see more rapid improvement in associate skills and an increase in engagement and morale.