FastTrain

At a recent reception I was talking to a junior solicitor.  She had worked for the same law firm for nearly three years but, despite the recession, was planning to leave.

When I asked her why she said that she had had enough promises to last a  lifetime none of which had materialised.

It turns out that when she first arrived at the firm she was asked to work on a project which involved a lot of telephone work.  She didn’t feel especially confident on the telephone so had asked for some telephone skills training. 

Her first appraisal came and went and it was agreed that she would get the training.  He next appraisal didn’t happen for a further 18 months and still there was no sign of the training but her boss had criticised some of her work.

Then she had another appraisal where the same issues were discussed and where she was told there was no money for training someone as junior as her.

So she is leaving.  The moral of the story is:

• Have regular appraisals and listen to what the person being appraised is saying
• If you offer training make sure that you deliver
• If you don’t give them the training then don’t expect them to miraculously improve in the area discussed
• Ask yourself why you have a high attrition rate of young staff, could it be that your appraisals are demotivating rather than helping to motivate and empower your staff.