Problems, Politics and People in your Legal Career (and how to deal with them)
On a nearly daily basis, we spend time with young lawyers who simply don’t like their jobs.
As we talk with them, often this isn’t to do with their legal career as much as it is to do with their particular job. What we’ve found is not only that many of the negative experiences are the same, but also that often there is light at the end of the tunnel.
So today we thought we’d deal with four of the usual suspects, and explain why these issues don’t necessarily spell the end of your career in law.
As you’d expect, both the problem and the solution normally come down to one main thing: people.
Here’s the thing: some people thrive in one environment but not another. It’s almost always a question of horses for courses.
The Micro-Manager
After four or five years of law school, another year or so of training, and perhaps a year or two in the field, many young lawyers expect to have earned a certain amount of autonomy.
Whether or not that’s realistic, this can cause a clash when faced with a supervisor who watches your every step, insists on weighing in on every decision (no matter how tiny), and makes it clear in no uncertain terms that you aren’t to breathe too deeply without their permission.
This can result in unconfident lawyers who have difficulty doing their jobs properly, since they feel like they have no authority to do anything, discuss anything or communicate anything without permission. In truth, they have become a mouthpiece for their micro-managing supervisor.
On the flip side, some new lawyers lack confidence or skills and need honing before they can be let loose on the world at large. An attentive management style, done right, can build their confidence and allow them to move on in their careers with a solid foundation.
So what’s the solution? Find out what management style you’re going to thrive in. Be honest about why you might be getting micro-managed – is it simply how they do things, or is it because you need a bit more supervision than you might like? Once you know the environment where you’re going to thrive, find a firm or a manager where that can happen. Thankfully, management styles vary widely around law firms in Brisbane, so this one shouldn’t be a career killer.
The Unavailable Supervisor
On the opposite end of the supervision spectrum, we have the situation where relatively inexperienced lawyers are given a job to do and are largely left to their own devices. This might be because the supervisors are always too busy to be asked for guidance, or that they are regularly absent, or that they are simply disinterested in helping beyond “deal with this” style instructions.
This tends to cause one of two outcomes:
- A meltdown of some kind as you try to figure out what you’re supposed to be doing; or
- A degree of overconfidence in your own abilities and experience that might be unwarranted.
Interestingly, some people thrive in this kind of sink or swim environment (and this is what many lawyers have experienced in times past). However, more and more young lawyers desire, and appreciate, a degree of willing assistance from the more experienced practitioners around them.
But if you feel like you’re constantly left floundering in your practice, then what can you do? Largely, the solution is the same as it was for our micro-manager situation – figure out where you’re going to thrive and try to get there. Perhaps you can get some supervision from a non-partner or another colleague, arrange some external mentoring, or otherwise find a firm that has more dedicated attention to the kind of training you need.
The Work Hard/Play Hard Culture
In many firms, the standard week is to work really, really hard for days on end, and then follow up with a huge amount of alcohol and a party occasionally.
While some people appreciate free alcohol, loud music and the party scene, others don’t.
But even though it might not be “you”, there’s often a large amount of pressure to attend these events, fearing that if you don’t you’ll damage your career or be ostracised. We’d like to say that these concerns are unfounded, but they probably aren’t.
Although this culture is common, there are many firms which have a different philosophy. While you should expect to work hard wherever you go, many firms (particularly smaller firms and firms outside the CBD) bring a completely different culture to the table. The smaller environment means you’re in closer interaction with others throughout the day, and so social events (while still fun sometimes) aren’t as necessary to ensure you’re a part of the team. Similarly, many owners in these firms have started them because they have families and didn’t want the big firm intrusion on their life.
The solution? Understand that not all firms share this culture, and there are many alternatives which are going to be more comfortably socially for you without the requirement to spend your Fridays drinking shots on the d-floor.
If You Don’t Get Along with Anyone
Sadly, some young lawyers join a firm only to find that the culture and existing cliques are impossible to get into.
Perhaps the firm’s culture is a closed-door style where people have their heads down, tails up and there simply isn’t the time or inclination for any kind of social engagement. Or perhaps you hit it off on the wrong foot in the first few days and things stay awkward.
The immediate solution is to step a bit outside your comfort zone and try to develop some positive relationships inside the firm. Often just one or two close people inside a firm can make the difference required for an enjoyable time.
The longer term solution is to try things clean slate at a new firm, perhaps with a different culture or a different style that you might find suits your personality better.
The Big Idea – Figure Out Where You Thrive
There’s a common thread to these, and most other, issues that young lawyers have in their jobs – you need to ask what it is you’re looking for and where you think you’re going to thrive.
Yes, this involves a bit of introspection and an honest assessment of your experiences so far. What was good, what was bad, and what could you have done differently?
Don’t convince yourself that your current experience reflects “just how it is” – in most situations, it’s not true.
In truth, one of the most important parts of our recruitment process isn’t just checking your CV for the right experience, it’s talking with you about what kind of environment you’re going to do best in.
In the long run, that’s better for you, better for the firm, and better for the legal profession.
Not sure what you want or what the options are? No worries! Get in touch and we’ll be happy to talk through it with you.