Based on 30+ years of helping law firms build fair and trusted review systems.
The Review Trap Many Small Firms Fall Into
Every small law firm wants to give fair, helpful feedback.
Yet, review season often feels rushed, uneven, or uncomfortable for both partners and associates.
The problem isn’t lack of good intent it’s a pattern of small but costly mistakes that, over time, erode trust and transparency.
At SRA, after working with hundreds of firms over three decades, we’ve seen the same five mistakes surface again and again and we’ve learned how to fix them.
Mistake 1: Treating Reviews as a Once-a-Year Event
In many firms, reviews happen annually and only because they have to.
By then, it’s too late to correct behaviors or reward growth.
According to the Thomson Reuters Talent Report 2024,
63% of associates say their firm’s review process doesn’t help them improve in real time.
That means most firms are spending time on feedback that arrives after it’s useful.
How SRA Helps
SRA designs continuous feedback systems where check-ins, project evaluations, and lightweight review touchpoints happen throughout the year.
This structure turns feedback into guidance not a post-mortem.
Mistake 2: Using Unstructured or Inconsistent Criteria
Without clear criteria, two partners reviewing the same associate can reach opposite conclusions.
One might say, “excellent drafting,” another might say, “needs improvement.” Neither is wrong, but neither is consistent.
Inconsistency is the biggest killer of perceived fairness.
As per the NALP 2023 Professional Development Trends Report,
41% of associates say their reviews depend too much on who evaluates them, not what they’ve done.
How SRA Helps
SRA builds behavior-based rubrics tailored to each practice area.
Every associate is reviewed using shared definitions of performance not personal preferences.
It ensures clarity for associates and consistency for reviewers.
Mistake 3: Asking for Feedback Without Protecting Confidentiality
Associates often withhold honest feedback because they fear being identified or judged for it.
Even in small firms where people know each other well, this fear is real and it silences useful insights.
How SRA Helps
SRA collects feedback confidentially through secure, firm-branded portals.
Associates’ responses are anonymized and aggregated before being shared.
That’s why lawyers feel safe speaking candidly —and why partners get more valuable feedback.
Mistake 4: Turning Feedback into Judgment Instead of Development
In small firms, it’s easy for a review to sound like a verdict a list of what went wrong, not what can improve.
This discourages learning and makes associates defensive instead of motivated.
Studies by Gallup show that employees who receive development-focused feedback are 3.5x more likely to feel engaged at work.
How SRA Helps
SRA helps firms move from evaluation-only reviews to development-centered discussions.
We train partners and practice leaders to frame feedback as coaching linking observations to future goals.
The tone shifts from judgment to growth, which builds trust and confidence.
Mistake 5: Treating Reviews as a Task, Not a Strategy
Many firms see reviews as paperwork — something to “check off.”
But reviews are actually a strategy for talent retention, engagement, and succession planning.
When done right, feedback systems reveal:
- Who’s ready for leadership
- Which associates may need support or training
- How culture and workload affect retention
How SRA Helps
SRA gives firms data-backed insights that go beyond forms.
Our reports reveal trends across class years, departments, and partner groups helping leadership make smarter, evidence-based decisions about people and growth.
The Ripple Effect of Getting Reviews Wrong
These five mistakes might seem small, but their impact is huge:
Confusion replaces clarity.
Associates disengage or leave.
Partners feel feedback isn’t landing.
The firm’s reputation for fairness suffers.
According to the Thomson Reuters State of the Legal Market Report 2024,
turnover among junior lawyers costs firms an average of $400,000–$600,000 per departure.
And most of those exits cite feedback quality and career clarity as top reasons for leaving.
The cost of poor reviews isn’t just cultural it’s financial.
How SRA Helps Small Firms Build Feedback That Works
For small firms, SRA offers a full-service, managed approach that ensures reviews are:
- Consistent: Everyone is measured against fair, behavior-based standards
- Confidential: Associates can speak freely without risk
- Continuous: Feedback happens throughout the year, not just once
- Actionable: Reports highlight growth opportunities, not just ratings
- Scalable: Processes evolve as the firm grows
With SRA, small firms replace confusion with confidence and reviews finally feel like leadership tools, not obligations.
The Takeaway
Feedback is the foundation of trust.
When reviews feel fair, transparent, and consistent, lawyers stay longer, learn faster, and perform better.
After 30+ years helping law firms design systems that work, SRA’s message is simple:
You don’t need more software. You need structure, clarity, and a process people believe in.
That’s what SRA builds.
References
- Thomson Reuters Talent Report 2024
- Thomson Reuters State of the Legal Market Report 2024
- NALP Professional Development Trends Report 2023
- Gallup State of the Global Workplace Report 2023
- SRA HQ – Performance Management for Law Firms
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