Are Stale Performance Reviews Destroying Your Talent?
Every firm has a “Sean.” Smart. Hard-working. Staying late. Trying to do better.
And yet, he still has no idea what’s actually holding him back.
In many law firms, a performance problem can simmer for months before anyone formally brings it up. By the time it’s mentioned in an evaluation, the moment has passed, and so has the chance to help the associate grow from it.
Consider Sean’s Story:
March: Sean submits a memo with structural and clarity issues. The partner rewrites it but never documents the problem. Does not work with Sean again.
September: At review time, the partner vaguely recalls “writing concerns,” but cannot provide specifics.
October–November: In calibration roundtables, the issue is repeated without context, sounding more like a pattern than a one-off moment.
January: Sean receives a “needs improvement” rating, no bonus and a vague year-end message “needs to improve writing skills.”
What Sean needed was a chance to learn and improve in real time, not 11 months later. But the system couldn’t deliver that.
This scenario isn't just uncomfortable for associates; it's a massive drag on firm efficiency, talent retention, and growth. This is precisely the gap OneRetain was built to close.
A Smarter, Fairer, Faster Path to Growth
Now rewind. Same Sean. Same partner.
Only this time, the firm uses OnePerform.
Sean’s development story looks completely different; the entire process flips:
March: Sean submits a memo with structural and clarity issues. The partner rewrites the memo, then takes a minute to send a quick message to Sean via the OnePerform Real Time Feedback portal, giving feedback. Sean responds, and the learning process starts.
April – September: Sean and his partner meet several times, working on Sean’s writing skills. OnePerform RealTime feedback is used as well as the OneSkills tracker to document Sean’s progress. In June, Sean submits two excellent memos that the partner does not have to edit at all. Happy client!
September: At review time, the partner logs into OnePerform to see the history of his work with Sean. His annual review of Sean is detailed, with examples, and only takes 10 minutes. Happy partner!
October–November: In calibration roundtables, the committee notes the early writing issues but also considers good progress and rapid improvement.
January: Sean receives a “meets expectations” rating, a bonus, and a detailed development plan. He is on his way to becoming a star associate on the path to partnership. Happy associate!
What changed?
One small thing, the partner took the time in March to provide feedback that changed the course of Sean’s career at the firm.
With OnePerform in the mix, the feedback doesn’t sit in anyone’s head for months. When something needs attention, it is as easy as leaving a post-it on the screen; the partner can even use voice-to-text on a mobile device to leave feedback. No more cumbersome forms, no more searching for the email from HR with the link, no more login password challenges.
Quick. Intelligent. Impactful. That’s what OnePerform’s Real Time Feedback & OneSkills is all about.
If your firm is struggling with feedback and ready to leave stale feedback behind, give us a call or book a demo. Let us show you how we can turn feedback into a growth engine.
Don’t let another review cycle pass without seeing what’s possible.
***
As the OneRetain team gears up for the 2025 NALP Professional Development Institute (PDI) in Washington, DC, on December 4th and 5th, it is an ideal moment to meet with us. If you are attending, hope to see you there!
