Effective Onboarding: How to Set Your New Hires (and Your Law Firm) Up for Success
In their article “Time to Build Your Team,” Karen and David Skinner shared five strategies for enhancing your law firm’s hiring process. But once you’ve made a hire, the next big step is onboarding. Starting a new job is a leap of faith for any employee — and a well-structured onboarding process can make that leap much smoother for both the new hire and your firm.
Why Onboarding Matters
Picture yourself starting a new job, full of optimism, only to find chaos: no desk setup, no access to email or essential systems, and no one available to explain basic procedures. You end up improvising, feeling lost and unsupported, and before long, your morale and productivity take a hit.
Now, imagine the opposite: Jonah walks into a ready-to-go office, complete with login details, a guided tour, a warm welcome, and a clear 90-day plan outlining his responsibilities and learning path. His training is focused and paced, starting with core tasks in a specific practice area. By the end of three months, Jonah is not only confident in his role — he’s turning a profit and meeting the firm’s performance goals.
A Strong Start Sets the Tone
New employees are taking a risk when they join your firm — they’ve invested time and energy in their job search and left a familiar role behind. Your onboarding process should honor that commitment and help them hit the ground running.
Six Steps to Streamline Your Onboarding Process
If you want your new team members — whether attorneys or support staff — to become productive and profitable quickly, these six onboarding steps will help.
1. Prepare in Advance
Before your new hire arrives, get clear on what their role involves:
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What administrative or legal tasks will they handle first?
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Who will assign them work?
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Are processes and tools in place for them to follow?
Once defined, make sure all necessary equipment (computers, accounts, access rights) is set up.
2. Create a Memorable First Day
First impressions matter. Ensure your new hire feels welcome and excited about joining your firm. A thoughtful orientation can ease nerves, encourage retention, and kickstart productivity.
Give them a proper workspace, introduce them to colleagues, review firm policies, and explain communication expectations and client interaction guidelines.
3. Provide Targeted, Role-Specific Training
Start by teaching them the essential tools and tasks they’ll use daily. Share detailed instructions or playbooks, and avoid overloading them with information all at once. Gradually layer in additional training as they gain confidence and competence.
4. Set Clear Goals and Feedback Channels
Outline specific, measurable goals for the first 30, 60, and 90 days, including performance benchmarks and learning objectives. Set expectations for billable hours, revenue contributions, or task completion.
Just as important: establish a routine for giving and receiving feedback so employees can course-correct early and stay aligned with firm expectations.
5. Check In Frequently
Regular check-ins during the first few weeks help clarify priorities, catch issues early, and show new employees they’re supported. Daily touchpoints can be especially useful during the initial adjustment period.
6. Evaluate and Improve Your Onboarding Process
After the onboarding period, ask for feedback from your new hires:
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What went well?
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Where did they struggle?
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What training could have come sooner?
Use these insights to refine your process and make each future onboarding even better.
This Month: Reassess Your Onboarding Strategy
Your ultimate goal is to help every new hire become a confident, productive team member as quickly as possible. A consistent, thoughtful onboarding process not only supports that goal — it strengthens your entire firm.
