3 Tips for Training New Fall Associates
The annual wave of new associate onboarding is upon us. With the legal landscape undergoing constant transformation, preparing these new lawyers for success is a significant – yet critical – undertaking that demands both strategy and innovation.
Why Onboarding Matters
Studies consistently show that an organization's onboarding effectiveness directly influences employee satisfaction, retention, and productivity. According to Harvard Business Review, “organizations with a standardized onboarding process experience 62% greater new hire productivity, along with 50% greater new hire retention. Those that invest time and effort in their new employees reap the benefits.”
Based on our extensive collaboration with leading Am Law 100 and 200 law firms over the past decade, here are three best practices to consider when designing effective new Fall associate training programs.
1. Embrace Blended Learning
Live training has historically been the default when it comes to new associate training. Such an approach to onboarding involves new hires “drinking from a fire hose,” participating passively and attempting to absorb a staggering amount of presented information in a short amount of time. Attempting to cover everything a new associate needs to be successful solely through live sessions is both exhaustive and impractical. The solution? A blend of live and on-demand training.
A blended learning approach combines real-time learning experiences with self-paced, flexible, interactive modules. This blend fosters greater engagement, as it allows the firm to delve deeper into topics during live interactions while providing a resource for new associates to get up to speed independently at their own pace.
On-demand learning modules like those that make up SkillBurst’s Junior Associate Series - part of the company’s broader Professional Essentials library of bite-size interactive modules - offer an array of topics tailored for new associates. These modules, which range from "Adopting a Client-Service Mindset" to "How to Shine as a Junior Associate" to "Levers of Law Firm Profitability," are not only versatile but also customizable, ensuring alignment with a firm's unique approach. On-demand resources such as these can be leveraged in many ways in support of a blended approach to critical skills training for your newest associates.
Learn more about Professional Essentials.
2. Prioritize Compliance Training
Prioritizing compliance training, especially in areas like harassment prevention, during new associate onboarding is imperative for a variety of reasons. Many states and localities – including California, New York, and Illinois – require employers to train their new recruits on harassment prevention shortly after they are hired. Integrating this training early on ensures that every new associate is immediately acquainted with the firm's standards, policies, and ethical benchmarks. This proactive approach not only mitigates potential legal and reputational risks but also communicates the firm's unwavering commitment to upholding the highest standards of integrity and a respectful work environment.
Recognizing the gravity of this compliance, many firms have turned to platforms like SkillBurst’s Respectful Workplace Harassment Awareness series (built specifically for law firms), not just for onboarding their newest associates, but also for continual training of their existing workforce, thereby reinforcing a culture of transparency, responsibility, and respect across all levels.
Learn more about Respectful Workplace for Law Firms.
3. Deliver a firm-specific on-demand orientation
Consider the challenges inherent in the following questions:
· Does the quality and content of your recurring orientation sessions vary because of the availability of key presenters?
· Are some of your new hires getting a more positive first impression of your firm than others?
· Do you get the sense that new hires suffer from information overload after a day (or more) of orientation?
· Are you making the most of your face time with new hires?
· Can new hires readily locate and access the information provided at orientation at a later date?
· Is there anything you can do to reduce the significant effort required to put on an orientation program?
· How does the quality of your orientation currently translate into workforce retention rates, growth, and profitability of the firm?
There is growing recognition that these –and many other – challenges can be addressed through adoption of a firm-specific online approach to orientations.
On-demand orientations are available for a new associate to access at any time, regardless of start date or geographic location. This facilitates consistent and ready access for all members of the firm. It also allows firms to convey important information through engaging audio, video, and graphics while guiding the associate to appropriate forms, documents, and other resources for easy reference. Adopting an online approach can also significantly reduce the costs of running an orientation program.
Learn more about Custom Elearning Development.
In Closing
The modern legal landscape requires an innovative and strategic approach to onboarding new Fall associates. Effective onboarding not only enhances new hire productivity but also significantly improves retention rates. To foster a thriving environment, law firms need to recalibrate their onboarding techniques continuously. By blending traditional and modern approaches, they can not only ensure comprehensive associate development, but also chart a path for sustained growth and success.