There is no easy way to request a different supervising partner. It is awkward, uncomfortable, and nerve-racking for all involved. After spending four years in private practice as an associate, I have learned a few things to do (and not to do) when requesting to change your supervising partner. Additionally, there are many ways to behave in the interim to improve the relationship between yourself and your current supervisor. With the goal of keeping your job, consider the following tips when seeking to change supervising partners.
Realize you are a new associate, which means you are likely also new to the practice of law. Law school does not prepare law students for the actual practice of law on a day-to-day basis. You must rely on a partner to teach and mentor. The breakdown in the relationship could be based on several factors, such as learning curves and expectations. Evaluate if you, as the associate, are potentially the problem. Do not assume that because the partner is critiquing you in a certain way, there is an irreconcilable difference in how you two will interact.
Ask yourself if it is feasible or even makes sense to request a change in supervisors. Are you in a certain practice group that does not allow for much movement? Are you in a firm with smaller practice groups, so a supervisor change will not benefit you? Or are you in a firm that primarily focuses on one area of law, leaving plenty of room to shift supervisors and mentors? Will the accommodation hinder the firm’s mission? At the end of the day, the firm must meet its bottom line.
For example, if you are assigned to the construction group, but there is only one supervising partner (also known as a section head or manager for the entire group), the firm must decide if you should be moved to an entirely new practice area (if there are open positions available). If they move you, they will have to hire another person to fill the construction group position. Consider whether your current issue with the supervising partner is worth the results. Also, consider that, traditionally, the firm may not allow such changes.
Your request for a change in supervisors will likely be sent to Human Resources and, depending on your firm structure, the managing partner. Part of the managing partner’s duties is to manage all the attorneys in the office, including dealing with interoffice disagreements. You should collect the proof to show why working with a particular partner is no longer feasible. Proof can be in the form of emails, text messages, redlines/comments (written and via Word) on a draft, instances where witnesses are present, and a daily diary/journal you are keeping contemporaneously. This not only ensures that you are prepared to take a stance but also shows that you can back it up through clear documentation.
This may seem like an obvious tip, but often it is not. Do not tell other associates or partners that you are having issues with your current supervising partner unless they are designated to take such reports from you. There is an inherent risk that your gossip will spread to unforeseen places and people. Legitimate complaints of workplace issues should be reported to the designated official to avoid the appearance of impropriety.
If you are having irreconcilable issues with your supervising partner, stand your ground, but be prepared to leave if the issues are serious enough for such action. It is highly likely that the firm will not be as accommodating as you think. Yet again, it depends on the firm’s structure and culture. You must also be a good fit for the particular firm. If you believe you are being treated unfairly or in a hostile work environment under the current partner and the firm is unwilling to make the requested adjustment, it is okay to admit that you are not a good fit for the firm and leave. This is why it is important to be prepared if the request for change is ultimately denied.
Other partners at the firm typically know when you are dealing with a more “difficult” partner and understand the desire and need for change. Firms typically understand that personalities clash. However, you must be mindful that such a request may lead to undesirable results that can impact you mentally and professionally. In the interim, be “nice” even if it’s not genuine. Be compliant and go above and beyond to impress while continuing to improve for the new partner. Remember the rules of professional conduct and note that the city is small—everyone will hear about negative behavior. As the saying goes, it takes a lifetime to build a good reputation but only one minute to ruin it.
My final piece of advice is for you to do what is best for you. Create a pros and cons list and think through the issues you have with the supervising partner. Ask if a change will even resolve the problem or if there is an issue with the firm. As a young lawyer, you have your entire legal career ahead of you. Choose your battles wisely and always get a second opinion from a neutral mentor before taking any drastic actions.
All views and opinions are my own and do not represent the views or opinions of the US Department of Justice.
