When is the time right for a change?
As I write this early on a sunny Monday afternoon in Manchester it appears that the time is up for Louis Van Gaal at Manchester United. Unfortunately, probably for all concerned not least Mr Van Gaal, news of his impending sacking broke shortly after Manchester United’s F.A. Cup final success on Saturday evening. Doubtless this will cause significant recriminations and headlines over the coming days on both the front and back pages.
This news got me thinking. As recruiters we take pride in being able to effect the change that law firms and lawyers want. For law firms, we want to help them change direction, increase their turnover and value of what they do through effective recruitment of talented individuals. For lawyers we want to be trusted advisors, introducing them to people and opportunities that help them achieve their personal career goals.
As Manchester United have found out recently, it’s not easy to manage change. Even if there is internal and external recognition that change is required employers need to be aware of its impact on existing staff. While most law firms probably (hopefully?!) don’t have the sort of politics and scrutiny as over at Old Trafford, at the same time we’ve all heard stories of people being brought in as lateral hires, over the heads of more junior associates who are sometimes unaware of such additions.
At the same time, outside of personal/family relationships and moving house, there is probable nothing more stressful for individuals than changing jobs. From applications, drafting CV’s or business plans, interviews, offers and counteroffers, giving notice, notice periods/garden leave to actually starting a new role, its stressful and potentially daunting.
While we may not work in the rarefied air of the premier league we have significant experience in advising on change management. For law firms we can advise on what external recruitment might mean to existing staff and how such a process can be managed for the benefit of both new recruits and the wider team. For external candidates this will mean we are always on hand from our first conversations right through to starting your new role and beyond to advise if required or even just to listen.
If the events of the last two days at Old Trafford have demonstrated anything it’s that effective communication is required in order to secure successful change management and to limit its impact on a human level. We believe our communication can assist your processes both as candidates and prospective employers.
For a confidential conversation please contact Paul Warburton for further information.