They Don’t Know

Firm leaders often complain that some staff are leaving without any advanced notice. If leaders knew the situation, they acknowledge that they could have worked out a solution. The problem is that they found out too late to do anything about it. How could this be? After all, the leaders have implemented various “touches” with staff to keep tabs on how everyone is doing.

However, from conversations we’ve had with managers, our observation is that IF they are conducting these frequent check ins, they may not be as effective as the leaders hope them to be. Some managers have admitted that it’s a “check the box” exercise to satisfy HR. Some acknowledge that the meetings are easily cancelled because of other “important” work, while others say they just aren’t very helpful. For all these reasons, firm leaders may be under the illusion that significant connections are being made between managers and staff.

The same can be true when partners don’t conduct consistent and effective touches with their managers. And the Executive Team may not be connecting with the partners to ensure good communication of what is and is not working for them.

You Must Tell Them

While it is easy to blame those above you for not connecting with you, the point is that if something isn’t working, it’s your responsibility to speak up. Let it be known. At least give your supervisor a chance to make some adjustments or alternative arrangements that don’t jeopardize the firm. Otherwise, you may pass up an opportunity to shape your career where you are.

Remember, your manager’s (or partner’s) touches are not only their responsibility—it’s yours too. Your contributions and input are crucial to the check-ins and meetings being useful. Are you being honest with them? Are you apprising them of your situation? Are you forthcoming, making sure they hear you?

They Will Respond

You have to give your firm a chance to listen, understand and make adjustments. Most firms are in transition with their policies and practices, so take advantage of the situation and give your feedback. It may be just what decision makers need.

It is possible that a solution cannot be found and decisions have to be made. But don’t assume that there is no wiggle room to your current situation. Remember, your firm has made, and continues to make, a huge investment in you and your career.

So give your leaders a chance.