It's All About Culture

California firms have figured out that how they treat workers - even those who aren't peak performers - can have a real impact on their recruiting efforts.

Take Hood & Strong LLP, a growing boutique of about 100 employees with offices in Menlo Park and San Francisco. The firm has succeeded partly by assigning projects to small, responsive teams that provide strong client service. When a team member lags, a project manager addresses the problem quickly in a one-on-one meeting. If the issue continues or is serious enough, a senior partner speaks with the employee.

Hood & Strong Partner George Paulsen says a respectful but direct approach is best. Frank discussions have not only helped a number of staffers change their ways, but has set a positive tone throughout the firm, he says. Even if people don’t agree with a specific criticism, they appreciate candor. "The person knows what's going on and has time to make a correction," Paulsen explains, adding that a more circumspect approach creates the kind of uncertainty that may prevent someone from making progress.

James Rubin's story is on JobsintheMoney.

Firms Showcase Concern for Staff Success [JITM]