Hogan Lovells Replaces Annual Review with Pathways; a Modern Approach to Associate Development

Washington, D.C. – Global law firm Hogan Lovells is pleased to announce that it has launched Pathways, a pioneering program that will replace the annual review process and modernize associate career development. Through tools inspired to open up communication, Pathways empowers associates to continuously seek and provide feedback to enhance their skill development.

“We know that effective conversations and feedback are at the core of our culture and are a key component of being a successful business and a great place to work,” said Hogan Lovells CEO Steve Immelt. “Much of the legal industry focuses on the annual performance review. It’s time to break that outdated and irrelevant mold and move on to provide the information that people really need to hear throughout the year – what am I doing well, where can I grow, what is my career path. Pathways helps us fulfill our fundamental responsibility to be candid, supportive, and constructive with our people.”

After hearing from hundreds of our lawyers globally that they were not receiving meaningful or timely feedback in their annual review, and that the process was often time intensive and energy draining, we turned to IDEO, a global design company, to help us design a unique program in line with the needs of our lawyers. Through a variety of customized resources and tools, associates are able to take real-time feedback and effectively apply it to their career goals.

“Instead of being evaluated once a year, our lawyers now have a process for getting thoughtful input as frequently as they want in order to improve and develop their skills,” said Allison Friend, Chief Human Resources Officer – Americas. “This new approach helps associates develop the skills they need to be successful at the firm, or wherever their career path takes them.”

The firm piloted Pathways in various offices globally last year. It has since been introduced to all firm lawyers worldwide and will be expanded to include business services in 2019.

“This forward-looking process meets the changing expectations of people joining the legal profession – they’re focused on getting feedback regularly and feeling empowered to consistently develop their professional skillset,” said Katie Hunter, Global Head of Talent Management. “Eventually we hope this will shift the culture of feedback throughout the firm, enhance recruitment efforts, and improve client service.”

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