Lawyers
Do you expect the new lawyers and support staff in your legal practice to perform and be productive without adequate induction?
Lawyer, Irdi Legal
In the extreme scenario, a new employee turns up on their first day and is left waiting in reception because no one remembered that they were coming or the practice manager forgot to assign them a desk and they had to work out of the staff room for the day.
More commonly you would have shown the new employee their desk, the coffee machine, introduced them to the person who can help them with any queries and handed them their first client's file.
The expectation under the LAW 9000 standard is that a structured induction and training program will be provided to all new employees. It is the responsibility of the principal/management to ensure that all new employees are properly trained and qualified for the duties they were employed to perform.
The induction process is a good opportunity to engage and motivate your employees from the start so they can help your business succeed. So why not make a memorable first impression?
Induction shouldn't be confused with career long training and development. Induction is introducing new employees to your legal practice and the way you do things. The process doesn't apply only for recent law graduates but to professional and support staff with any number of years of experience. Making assumptions of the new employee's knowledge and skills in the following areas of your practice is probably not the best approach to induction:
Don't let your new employees to "work it out". Show them you are a legal practice that properly supports new employees from the beginning by:
More commonly you would have shown the new employee their desk, the coffee machine, introduced them to the person who can help them with any queries and handed them their first client's file.
The expectation under the LAW 9000 standard is that a structured induction and training program will be provided to all new employees. It is the responsibility of the principal/management to ensure that all new employees are properly trained and qualified for the duties they were employed to perform.
The induction process is a good opportunity to engage and motivate your employees from the start so they can help your business succeed. So why not make a memorable first impression?
Induction shouldn't be confused with career long training and development. Induction is introducing new employees to your legal practice and the way you do things. The process doesn't apply only for recent law graduates but to professional and support staff with any number of years of experience. Making assumptions of the new employee's knowledge and skills in the following areas of your practice is probably not the best approach to induction:
- quality management system policies and procedures
- computer and accounting systems
- precedents library
- business culture and strategic objectives
- client and matter management
- organisation structure
- human resources policies and procedures
- OHS/WHS manual
- quality management system and the meaning of quality service
- appraisal process
- your way of managing risk
- key performance indicators
- corrective action requirements
- communication, presentation and delegation skills.
Don't let your new employees to "work it out". Show them you are a legal practice that properly supports new employees from the beginning by:
- allocating the required resources for the induction process
- setting out the key performance objectives from the start
- communicating the employee's accountabilities, relationships and objectives of the role
- tailoring a mentoring program according to their needs
- seeking their feedback during induction and improving the process.
A structured induction program and subsequent training program is likely to:
- be highly valued by your new employees
- result in the new employees performing their role more effectively
- increase your return on employment investment.
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About the Author
Lawyer at Irdi Legal
I am an experienced Wills and Estates lawyer and I aim to develop an ongoing relationship with clients, providing efficient and effective legal services which address both their current and future needs.
I hold a Bachelor of Laws degree from the University of New England and was admitted to pr...
