1st year mentee has 200 billables for THE YEAR, is oblivious to the risk of firing. What’s the best way to approach this?

How to Support a First-Year Professional Struggling with Low Billable Hours

Mentoring new colleagues can be both challenging and rewarding. As a senior associate tasked with mentoring a first-year professional, I’ve encountered a situation that requires delicate handling and a thoughtful approach.

Understanding the Current Situation

My mentee, a capable and courteous individual, has accumulated only 200 billable hours since the billing cycle commenced in November. Although our firm doesn’t mandate a strict return-to-office policy, it is strongly encouraged, yet she is seldom present. Additionally, the lack of communication is noticeable, as indicated by her absence on team chats during working hours.

As a newcomer, surpassing billable targets may be ambitious, but the current numbers are reminiscent of a lackluster quarter, not several months. Initially, I suspected quiet quitting, but further discussions reveal her unawareness of the potential repercussions. During her orientation, there seemed to be an emphasis on a relaxed billing requirement for new recruits. Furthermore, no intervention has been made by management or partners to address her current performance or set clear expectations, which is concerning given their prior involvement in minor discrepancies in my own billing history.

Approach and Recommendations

Guidance and support can bridge the current gap between her understanding and the expected professional standards. Here’s how I plan to offer help:

1. Initiate an Open Conversation: It is essential to have an open and honest discussion to gauge her understanding of her role and expectations. This should clarify any misconceptions from orientation and affirm her awareness of the billing requirements.

2. Set Clear Expectations: Our conversation should also include clearly defined expectations for billable and non-billable activities. Having concrete goals will provide her with a roadmap to follow and a basis for evaluating her progress.

3. Encourage Engagement: Encouraging participation in non-billable activities such as marketing initiatives, office support, or continuing legal education (CLE) can contribute to her professional development and integration into the firm culture.

4. Provide Resources and Support: Offer her resources or enlist others who can provide guidance on effective time management and productivity strategies. Assisting her in these areas can bolster her confidence and performance.

5. Facilitate Regular Check-ins: Establishing regular catch-ups will provide her with ongoing support and an opportunity to discuss any challenges she faces, fostering continuous improvement and adaptation.

Conclusion

The role of a mentor is pivotal in guiding new professionals to realize their potential.