2y
Thank you for your post. I see you are working here. Please let me let us help you. We can’t if you remain anonymous. It is disheartening l that our investment of the hundreds of hours of time and money in initiatives to create a secure and happier working environment has not been a positive experience so far. It’s not what we want, and are sorry for your perception of us. But if you Flg, or me, or Operations, we want to help.
At this stage, I can comment generally:
1/ Micro-managing is definitely not what we want. As an awarding-winning firm, we do have a structure of best practices to guide lawyers in their work which we are obliged to audit. We are only involved if lawyers are not following these, exposing the client to delay, loss and even causing negligence,
2/. The ‘button’ pushing features you refer to are sophisticated intelligence coding to automate mundane tasks as encouraged by the Law Society, the CLC and the legal industry. Its sim is to optimise efficiency, enabling our lawyers to deliver results to our clients in a shorter timeframe compared to the industry average. Our cutting-edge conveyancing industry gold awarded (in 2022) system makes its primary purpose is to utilise innovative technology to streamline mundane tasks to allow our lawyers to concentrate on the creative and technical aspects of their work, to better serve their client's outcomes of moving.
3/ Feeling stupid when asking questions: We never intend to make anyone feel this way. We apologise if you have encountered such experiences. Please let us know, as it’s important to foster an environment where questions are encouraged and all employees feel supported. We purposely have small buddy groups to reduce the risk of this happening in work environments.
4/ I understand that you may not be a fan of role plays. However, it is widely advocated as the best way to train lawyers, offering invaluable experience and constructive feedback to help them handle complex situations more effectively when they arise live. This training method is supported by the Law Society, CLC and training schools, aiming to enhance lawyers ‘soft’ communication skills and overall performance—barristers and when Law school now practice this.
5/. You refer to watching recorded team meetings can be lengthy and occasionally deviate from the main topic. These are the initial starter videos, meant to be viewed in chunks to give a flavour of how we work and guidelines. We also pay for MBL legal training, which we make available for free. We do not take the issue of threatening legal action against reviews lightly. Constructive criticism is vital for organisational growth, and we encourage an environment where all feedback, whether positive or negative, is respected.
6/. Timing of meetings.
Because of our flexible and part-time working commitment, some of our team start a little later in the morning, hence training to start a little later.
7/. The 8 am start should mean the working day should finish when our phones close, at 5 pm. The 8 am start is meant to provide you with ample time to prepare for the day, read emails, refresh your priority list, and hold inter-department meetings before the office opens to our phones at 9 am. Our intention is for this system to allow our staff to start their days in a relaxed and pressure-free manner, ensuring that they can focus on their work without feeling overwhelmed.
8/. As to the threat of legal proceedings, as a lawyer, you will understand this is only a last resort notice to those that make allegations that they can’t support by evidence in court and which allegations are damaging to AvRillo and, therefore, to the livelihoods of over 100 staff who work with
with.
