Macpherson Kelley launches ‘Elevate’ L&D program as it celebrates recognition as ‘Employer of Choice’ for third year in a row
4 mins reading time
Macpherson Kelley is proud to announce the launch of a market-leading learning and development program, offering transparent elevation pathways for each stage of a lawyer’s career. The announcement coincides with news that the firm has been named a 5-star Employer of Choice by Australasian Lawyer and NZ Lawyer for the third year in a row.
Chief People Officer Olivia Holmes says the program’s launch and the Employer of Choice recognition are a result of the endorsement from the firm’s Executive team and their drive to innovate, understand and deliver an outstanding employee experience.
“We seek out talent that has the whole package when it comes to client service – commercial tact, legal intellect and human insight. To ensure our lawyers are embodying each of these pillars, we thought it was important to develop a framework that grows the skills of our people in each of these areas,” said Chief People Officer Olivia Holmes.
The ‘Elevate’ framework is broken up into three categories: ‘Leading Self’ aimed at Lawyers and Associates, ‘Leading Teams’ for Senior Associates and Special Counsel and ‘Leading Firm’ for Principal Lawyers. The program combines educational sessions and workshops with leadership activities tailored to each level of seniority. The criteria, in conjunction with a lawyer’s performance, are taken into account when promotions are being considered.
“The ‘Elevate’ program addresses a lot of the live issues we’re seeing in the market. How do we ensure we’re promoting our people in a fair and equitable way? How do we support the learning and development of our lawyers at every level? The curriculum offers our talent transparency and certainty that their accomplishments will be recognised and their development supported,” said Olivia Holmes.
Structured and custom learning pathways were identified through Macpherson Kelley’s employee pulse survey as a potential opportunity for engagement and development, but there is plenty of supporting evidence that points to the importance of learning and development programs. A report by DeakinCo. in partnership with Deloitte Access Economics, found that L&D is proven to drive productivity, increase loyalty, staff retention, and help businesses tackle major challenges like rapid digitalisation and skill gaps.
According to the DeakinCo business survey, advanced learning organisations reported an average attrition rate of 14%, compared to almost 25% for organisations at the other end of the spectrum (1.8 times greater). This indicates a positive correlation between learning and employee retention. Within the same survey, 94% of employees said that they would stay at their company longer if it invested in their career.
‘Elevate’ also features a specialised program aimed at developing and growing the capabilities of female leaders. The ‘Ignite’ program is offered to senior lawyers and operations staff who are looking to step up into a leadership position.
“Following WGEA’s reporting, we made a promise to address potential gender inequities within leadership roles by setting ourselves up for the future. This is us doing the work,” Olivia said.
more
insights
Macpherson Kelley Legal Practice Director Paul Kirton named Chair of International Legal Network Multilaw
Macpherson Kelley expands operations to South Australia
Head of Macpherson Kelley’s Tax team, John Ioannou elected to National Council at The Tax Institute
stay up to date with our news & insights
Macpherson Kelley launches ‘Elevate’ L&D program as it celebrates recognition as ‘Employer of Choice’ for third year in a row
Macpherson Kelley is proud to announce the launch of a market-leading learning and development program, offering transparent elevation pathways for each stage of a lawyer’s career. The announcement coincides with news that the firm has been named a 5-star Employer of Choice by Australasian Lawyer and NZ Lawyer for the third year in a row.
Chief People Officer Olivia Holmes says the program’s launch and the Employer of Choice recognition are a result of the endorsement from the firm’s Executive team and their drive to innovate, understand and deliver an outstanding employee experience.
“We seek out talent that has the whole package when it comes to client service – commercial tact, legal intellect and human insight. To ensure our lawyers are embodying each of these pillars, we thought it was important to develop a framework that grows the skills of our people in each of these areas,” said Chief People Officer Olivia Holmes.
The ‘Elevate’ framework is broken up into three categories: ‘Leading Self’ aimed at Lawyers and Associates, ‘Leading Teams’ for Senior Associates and Special Counsel and ‘Leading Firm’ for Principal Lawyers. The program combines educational sessions and workshops with leadership activities tailored to each level of seniority. The criteria, in conjunction with a lawyer’s performance, are taken into account when promotions are being considered.
“The ‘Elevate’ program addresses a lot of the live issues we’re seeing in the market. How do we ensure we’re promoting our people in a fair and equitable way? How do we support the learning and development of our lawyers at every level? The curriculum offers our talent transparency and certainty that their accomplishments will be recognised and their development supported,” said Olivia Holmes.
Structured and custom learning pathways were identified through Macpherson Kelley’s employee pulse survey as a potential opportunity for engagement and development, but there is plenty of supporting evidence that points to the importance of learning and development programs. A report by DeakinCo. in partnership with Deloitte Access Economics, found that L&D is proven to drive productivity, increase loyalty, staff retention, and help businesses tackle major challenges like rapid digitalisation and skill gaps.
According to the DeakinCo business survey, advanced learning organisations reported an average attrition rate of 14%, compared to almost 25% for organisations at the other end of the spectrum (1.8 times greater). This indicates a positive correlation between learning and employee retention. Within the same survey, 94% of employees said that they would stay at their company longer if it invested in their career.
‘Elevate’ also features a specialised program aimed at developing and growing the capabilities of female leaders. The ‘Ignite’ program is offered to senior lawyers and operations staff who are looking to step up into a leadership position.
“Following WGEA’s reporting, we made a promise to address potential gender inequities within leadership roles by setting ourselves up for the future. This is us doing the work,” Olivia said.