What Transparency & Trust Means to Us at Minc Law

At Minc Law, we are an open book firm. Establishing transparency and building trust is essential for both our team members (including future team members) and clients’ success. Both are at the very heart of furthering our mission to provide peace of mind to individuals and businesses in the digital world.

Our firm culture and purpose are guided by a shared set of values that are upheld as sacrosanct to effectively serve our clients and one another. Establishing open communication and trust with clients, and amongst team members, is critical for achieving exemplary results, holding one another accountable, and promoting both personal and professional growth.

In this article, we will provide insight into our firm’s guiding principles and core values and how we apply them to all team members.

We Trust Team Members to Take the Reins Right Away

At Minc Law, we do not micromanage. We understand that each team member is different and that everyone learns and operates at their own pace. As soon as team members are hired, they are given the training and tools to gain the professional skills needed to grow on their own and personalize processes that work for them.

New hires are trained by shadowing team members or sitting in on calls with experienced members so they can gain a clear understanding of the strategies, communication styles, and processes. While we empower new team members to grow individually and take the reins right away, we understand that the work we do can sometimes be unpredictable and offer full team support and mentoring needed to prosper in a new environment.

We offer a hands-on learning environment where every team member is given the space to plan and set their own goals and milestones and take their own path to achieve them. We believe their success is essential to the firm’s success as a whole. When our team members succeed, we succeed.

We Hold Weekly Team & Firm Huddles to Ensure We Are on the Same Page

Effective communication is key to ensuring that our team is on the same page and working effectively towards our goals. To that end, we hold weekly team huddles. During these meetings, we discuss any news or updates from the firm, celebrate accomplishments, and work through any issues or concerns that need to be addressed.

We find that this open forum empowers team members to share information and request help as needed. It also helps to keep everyone up-to-date on firm news and developments.

In addition to these weekly full team huddles, we implement more team-specific sessions where each department can prioritize their goals and work through any “stucks.” These meetings help ensure that everyone works efficiently and effectively toward their goals and that any potential issues are identified and addressed before they become a problem.

We Are Open About Employee Compensation & How It is Structured

We are transparent about how we determine team member salaries, ensure equity and reward performance, and promote opportunities for growth and more responsibility. Our salary structure is based on three key factors:

• Position and position level,
• Experience level and skill set, and
• External market data.

Each year, we review these factors and hold discussions with our team members to ensure that they are being fairly compensated for their contributions. During these annual discussions, we consider the teammate’s continued achievement and established goals, the firm’s overall financial performance, market performance, and whether the teammate has been promoted. This gives each teammate a clear guide of the expectations to receive a raise.

We also define billables and milestones that should be met, therefore all team members know exactly what is expected to succeed. By being upfront about how we determine salaries and set goals, we aim to ensure all team members are fairly compensated for their hard work.

For a comprehensive breakdown of how we structure employee compensation, please read ‘How Employee Compensation is Structured at Minc Law’.

We Are Not Afraid to Discuss Firm Financials & Growth

We understand that financials and growth are important topics that need to be discussed openly and honestly. Just as companies want an employee that they can establish a long-term relationship to grow with, employees expect the same from their employer. That is why we strive to provide our team members with a complete picture of everything that is happening.

Every week, we discuss and provide insights into the firm’s financial performance, website traffic numbers, leads, consultations, and individual goal performance. Additionally, we discuss where we are in relation to our quarterly goals and if we are on track.

Each quarter, we set and discuss progress on quarterly goals. These goals are set by the team and may include things like:

• Litigation sign-ups,
• Attorney hours,
• Documentation of core processes, and
• Content goals.

These discussions allow everyone to see their individual wins, as well as where improvements need to be made. By being open about our successes and failures, we can work together to improve and refine our processes, as well as hit goals for the next quarter.

We Make Sure Clients Know Exactly Who They Are Engaging

We understand that sharing confidential and vulnerable information can be scary for our clients. That is why we believe it is important that each potential client knows who they are discussing their matter with when they come to us for legal assistance.

Each team member has a bio page with a picture, their qualifications (such as professional licenses and accreditations), and information about who they are as a person. We believe that being able to put a face behind a name helps to emphasize that each of our team members is human.

It is important to ensure that there is no need for our clients to feel embarrassed about sharing the details of their situation with us and confident that their information will be upheld with the highest integrity. Through this transparency, we build trusting relationships with our clients.

We Strive to Hold Each Other Accountable

We believe accountability is the key to maintaining a successful and cohesive team. To that end, we have implemented several policies and procedures designed to encourage accountability and open communication.

For example, each team member completes a ‘scorecard’ outlining their goals and objectives. This scorecard is then shared with the entire firm so that everyone is aware of their teammates’ goals. This helps bring attention to areas where other team members may be better equipped to assist or provide insight and knowledge.

In addition, leaders meet privately with each team member regularly to discuss their performance and offer (as well as solicit) feedback. This allows team members to openly discuss any concerns they may have about their work and will enable leaders to identify any potential issues before they become problems.

We also foster an environment that encourages respect and efficiency in communication. All team members take a personality test that offers a better understanding of people’s “Best Self” behaviors, shadow behaviors, and unconscious motivators. They are then given a major and a minor number that identifies the best ways to communicate with others to maximize time, respect, and efficiency.

By taking the time to understand how each person communicates, we can create a more productive and positive work environment for everyone.

We Empower Clients to Find the Right Fit For Their Legal Matter

We are committed to empowering clients so they can make the best decisions for their legal matters – even if that means referring them to another law firm. In fact, we even have articles listing some of the top defamation attorneys in the U.S. and New York.

We have a dedicated ‘Legal Resource Center’ that provides comprehensive articles and guides for our prospective clients so they can better understand their options and find the right fit for their situation. Our goal is to put clients on the right path, even if we are not the right fit for their case. And we are not afraid to tell clients if they do not need an attorney to resolve their matter.

We aim to empower our clients so they can make educated decisions before undertaking a potentially costly financial endeavor. By providing this information upfront, we hope to alleviate some of the stress associated with legal matters.

Finally, just as we empower clients to find the right fit for their internet-related issues, we want prospective team members to find the right fit for their next professional journey. We have built out a comprehensive Careers Page so that potential team members can gain insight into what their life at our firm looks like and make the best decision for themselves.

Join Us & Make a Difference

At Minc Law, we pride ourselves on being different. Our team of experienced attorneys, paralegals, and administrative staff are at the forefront of internet privacy, online defamation, and online harassment law.

We believe in authenticity and compassion – both in how we represent clients and our internal culture. If you are ready to put your problem-solving skills to use in a progressive, dynamic work environment, we invite you to join us as we help empower victims of online harassment, defamation, and other internet privacy attacks.

Explore open positions and apply through our firm’s Careers page today.

★★★★★

“I appreciate the efforts the firm makes to improve in all facets while also being seemingly totally transparent throughout. Not everything will work but I greatly appreciate the firm making efforts every day to make this the best place possible to work.”

Michael Pelagalli, Attorney at Minc Law