COYE LAW
Chronicle October 2019 Edition
Wade Coye Attorney
Stability in Tumultuous Times What It Means to Work With Coye Law
We live in fast-changing, turbulent times. Technological innovation has restructured the way we complete the most basic of tasks, from purchasing household items to fabricating prosthetic limbs. Our political discourse is more partisan and toxic than ever. In England, Brexit has the government degenerating into a malfunctioning mess. Stability, it seems, is a dying construct in all aspects of our lives. We throw our phones out after a year or two. We binge- watch TV shows and forget about them just as quickly. In this day and age, it’s hard to find something to hold onto. Given the revolving door of culture and news we all live through, it’s no surprise that our career paths can be more malleable than ever before. The idea of being hired out of college for one company and staying there until you retire is now rarer than finding a professional athlete who plays for the same team their whole career. Job hopping, studies show, can actually offer a better path for advancement than staying with your current employer. Due to this trend, and because we currently have a strong job market, many people are constantly in pursuit of their next job. Some of this is the employer’s fault, to be sure. Since about 1980, workers’ rights and bargaining power have been on the decline. For many people, the only way to make more for their family is to market themselves to as many potential employers as possible. While I would never fault people for bettering their situation, I also see this trend from the perspective of a business owner. And from that perspective, the ceaseless turnover can be a real drag. I truly believe I provide a great work environment for my team. I’ve had attorneys, case managers, and people in every other role stay with me for years. I don’t expect someone I hire to be here forever, but I do hope they’ll put in a reasonable amount of time before moving on to the next opportunity. If and when the time comes for them to move on, I encourage them to come and talk to me about it. I’m not here to hold anyone back, but I also don’t want to feel like their departure is an anvil dropped on the firm’s head from out of nowhere.
Despite trying to be as realistic as possible when it comes to staff turnover and doing what I can to promote an honest dialogue, there are times when people show up, announce they’re moving on, and leave us without the faintest warning. It’s not a regular occurrence, but it always stings. Over time, though, I’ve come to learn that you need to have systems in place to be able to handle an unexpected exit. If not, the clients’ experience can suffer, and that’s the worst possible outcome. Another thing I’ve come to realize is that I have an advantage over other firms in today’s climate. As somebody who takes an active role in each and every one of our cases, I am better prepared than most to handle people changing jobs without warning. Does it suck when a case manager leaves in the middle of a case? Yeah, it does, and I’d never pretend otherwise. But the suckiness is mitigated by the fact that I’m not going anywhere. It’s my name on the door, and I want that name to stand for an insistence on providing clients the best possible experience, whether it’s 2019 or 2059. Even if real judges are replaced by robots, you can bet I’ll be here advocating on your behalf. It’s what I do, and no one can change that. -Wade Coye
www.coyelaw.com
1
www.coyelaw.comMade with FlippingBook Annual report