Stop chasing feedback after every matter
When a matter wraps up, everyone who worked on it can leave feedback, including attorneys, paralegals and the business colleagues an in-house team supports. By review season, HR has a year of specific notes on each person, and the AI coach asks for a real example whenever someone writes “strong communicator.”
This describes a trait. A specific matter gives Jordan something to act on and gives HR something to calibrate against.
Illustration with sample data. Only the reviewer sees coach suggestions.
Why attorney reviews break down
Feedback is scattered across matters
One attorney can work on many matters in a year, alongside different senior lawyers, paralegals and clients. Each person sees part of the work, and HR pieces it together over email before reviews.
The review stops at a rating
The attorney gets a summary and a rating, and the next conversation about growth happens a year later.
Nobody wrote down what the next level takes
Expectations for senior associate, partner or deputy general counsel are often undocumented, so the answer depends on who you ask.
Every review turns into a plan the attorney can work on
When a review closes, Peoplelogic drafts a development plan from the feedback the attorney received. Each goal ties to a skill on your career path, so attorneys know what the next level requires and how far they are from it.
- Goals, actions and due dates in one plan that the attorney and their supervisor can both see
- Plans start from review and feedback results, so supervisors are not writing them from a blank page
- HR can see which plans are active, stalled or missing in each practice group or team
What you want to achieve in the next year. Each goal links to a skill and shows its last review rating. Supervising partner: Maya Chen. Shared with Maya and HR.
Illustration with sample data.
Vague comments get sent back
When someone writes “strong communicator” or “needs to be more proactive,” the AI coach asks which matter it was, what it meant for the client or team, and what to do next. The writer adds the detail and decides what to keep. People get feedback they can act on, and HR gets comments that hold up in calibration.
Feedback while the matter is still fresh
Anyone who worked on the matter can send feedback and praise right after a filing or a contract negotiation. It stays on each person's profile, so the year-end review starts with a year of notes.
- Any colleague can send feedback or praise at any point in the year
- Feedback is saved to the person's record and available to managers when reviews are written
- HR can see where feedback activity is low by team or office
See who still owes reviews
Run annual or mid-year cycles and track completion by practice group, team or reviewer. Calibration starts from the actual rating spread, and each review feeds the attorney's development plan.
- Completion tracking by practice group, office or reviewer
- Rating distributions and reviewer patterns for calibration
- Review history stays on each person's profile for promotion discussions
Litigation, level 3, individual contributor. Skill ratings come from your July 2026 review.
Illustration with sample data.
Show attorneys what the next level takes
Set the levels for every role on your legal team, whether that path runs to partner or to deputy general counsel, and the skills each level requires. Attorneys see where they stand against the next step, and promotion conversations start from the same page.
- Separate paths for attorneys, paralegals, legal operations and support staff
- Skills attached to each level and shared with employees
- Readiness view shows who is close to the next level
What happens to a piece of feedback
Feedback
Everyone on the matter adds a note when it wraps.
Reviews
Reviewers write reviews with a year of those notes in front of them.
Development plans
Review results become each person's development plan.
Career lattice
Plan goals track the skills the next level requires.
Set up your legal team's next review cycle in 30 minutes.
Bring your current review form. An HR expert builds it in Peoplelogic with you on the call and shows you the published price.