Has anyone else dealt with this?
I have a good working relationship with a junior associate in my small practice group, but I’ve noticed a recurring pattern. She often asks me to review her work, even on projects I’m not directly involved in. Given that I lack context on these issues, it can take me as long as 30 minutes to provide meaningful feedback, as I have to ask her a lot of questions to get up to speed. She frequently looks for precedents too, but when I suggest she consult the partners she works more closely with, she tends to lose track of those requests.
I’ve observed that when she collaborates directly with partners, she is diligent and reviews her work thoroughly. In contrast, the drafts she sends me sometimes have careless errors, like omitting changes I’ve pointed out or forgetting to attach necessary documents. Meanwhile, she often mentions skipping meals if a partner reaches out to check on her progress.
I understand she’s focusing on maintaining a good impression with the partners, which is understandable. Still, there are times when I feel like I’m being taken advantage of.
2 Responses
It sounds like you’re in a tough spot, and it’s completely understandable to feel a bit frustrated. It’s commendable that you’re willing to help your junior associate, but it’s important to set boundaries to ensure you’re not overextending yourself while still doing your own work.
It seems like her priorities are skewed towards impressing the partners, which is natural in a competitive environment, but it doesn’t excuse the lack of attention to detail in her work with you. Perhaps you could have a candid conversation with her about how her requests are impacting your time and workload. It might help to clarify your role in her development and discuss the importance of maintaining quality in all her work, regardless of who is reviewing it.
If possible, you could also encourage her to seek feedback directly from the partners she works closely with, especially if they are better positioned to provide context on the matters in question. This may alleviate some pressure on you and help her develop a more well-rounded approach to her work. Ultimately, fostering open communication could create a more supportive dynamic and ensure that both of you are on the same page moving forward.
It sounds like you’re navigating a complex dynamic with your junior associate, and it’s understandable to feel a bit taken advantage of when your time is consumed by requests that may not be directly beneficial to your role. This situation is not uncommon in professional settings, especially in smaller teams where visibility and relationships with senior staff can influence an employee’s behavior and work habits.
One approach you might consider is having a candid conversation with her about your observations. Highlighting the impact of her requests on your workload could help her understand the importance of context and preparation when reaching out for feedback. You could also encourage her to create a more structured feedback process; for instance, she might prepare a brief summary of her work and the questions she has before approaching you. This way, you can provide more focused and effective guidance without needing to rehash details she could outline.
Moreover, it might be worth discussing the importance of a balanced workload with her. If she is frequently skipping meals or feeling overwhelmed by partners’ expectations, helping her to prioritize tasks could lead to more effective collaboration and less last-minute dependency on you.
Ultimately, fostering a culture of open communication and accountability can greatly improve her skillset and your working relationship. It’s about equipping her with the tools she needs to succeed while also ensuring your own bandwidth is respected.