When Josh & Adam started their law firm 5 years ago, they did everything themselves. As their practice grew larger, they began to put on administrative staff to help, but neither partner had any experience in management, so a cohesive management plan was never put in place.
Business has been tough for the last 6 months and Josh was beginning to realize that the lack of employee motivation was contributing to falling revenues. Morale and productivity were at an all time low, clients were unhappy and he had to do something about it before it was too late.
In analyzing the motivation issues at Josh’s firm, I came up with the following suggestions:
1. Set clear goals, expectations and deadlines. Focus on the outcomes you want to achieve.
2. Improve confidence by matching employees skills and experience with the types of tasks they’re good at and enjoy doing.
3. “Catch them doing something right” by offering them positive reinforcement rather than criticism is Kenneth Blanchard’s sage advice to managers who tend to overlook the positives.
4. Offer them security and the opportunity to advance.
5. Provide a stimulating, challenging environment where performance is rewarded.
6. Treat people fairly and satisfy their needs.
7. Share your vision so that they feel personally invested in reaching it, don’t micro manage – they may have an even better way to get there.
8. Give constructive criticism and demand improvement when necessary.
9. Don’t let low performers or bad attitudes set the tone.
10. Invest in staff whose core talents are in alignment with your goals.
How’s employee motivation at your firm?
Susan Martin, Law Firm Management
