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Last month, we discussed the fact that the two major challenges now facing lawyer management in many mid-size firms are: 1) how to motivate the non-entrepreneurial attorneys to achieve and to perform; and 2) how to retain the “over-achiever” attorneys so they will remain with the firm. We conclude this discussion herein.
Peer Evaluation
The peer evaluation process is another method of motivating attorneys that may have some beneficial results since the opportunity for recognition and praise are of intrinsic value in reinforcing individual performance and accomplishment. However, the procedure may backfire if the occasion is viewed by some as an opportunity to criticize or complain about their fellow attorneys. For many firms, the annual performance review is a standard feature and may be a component in spurring achievement as long as the individual doing the evaluating is thoroughly familiar with the attorney's performance.
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