Stinson Morrison Hecker Reviews | Glassdoor

Stinson Morrison Hecker Reviews

Updated Sep 12, 2017

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Found 12 reviews

3.0
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66%
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100%
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Stinson Morrison Hecker CEO Mark S. Foster (no image)
Mark S. Foster
7 Ratings
  1. "Well Managed Law Firm"

    StarStarStarStarStar
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Anonymous Employee 
    Recommends
    Positive Outlook
    Approves of CEO

    I worked at Stinson Morrison Hecker full-time for more than 10 years

    Pros

    Management has strong leadership, has grown out of previously centralization, and has added a middle management layer that cuts across geographic boundaries and adds a horizontal management layer. Steady leadership avoided debt and managed the firm through the recession. Some genuine talent in financial transactions, commercial litigation, and energy.

    Cons

    Not every practice group has genuine depth; management was still growing into and maturing its new structure, and slow progress toward firm's strategic goals.

    Advice to Management

    Accelerate your plans -- too slow to implement, make changes, and go in the direction you have selected. There will always be critics and negative opinions, but your direction has been selected, and you need to get there faster. Besides, it's a solid, reliable direction to go.

    Stinson Morrison Hecker2013-02-04
  2. Helpful (1)

    "Micromanagement issues among both technology and legal staff led to disappointment and general dissatisfaction."

    StarStarStarStarStar
    • Work/Life Balance
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
     in Kansas City, MO
    Doesn't Recommend
    No opinion of CEO

    I worked at Stinson Morrison Hecker

    Pros

    Location is terrific, parking is good, generally professional environment. Many attorneys are great with people, and highly ethical in the handling of their cases. Some attorneys attempt to make staff feel included and a valued part of the business process. The firm is generous with time and financing provided to various charity organizations, and it provides entertaining diversions for staff from time to time.... Paralegals and practice support staff seem to have greater job satisfaction when compared with secretaries and technology staff.

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    Cons

    Some attorneys have very negative attitudes and people skills, which tends to demoralize the overall environment. These often receive little or no discipline, with HR consistently siding with attorneys rather than a willingness to remain unbiased. Technology department is focused on fire fighting rather than taking a proactive approach. This contributes toward poor project planning and the tendency to focus on... finding blame and pointing fingers at staff when things go wrong, rather than accepting accountability squarely where it belongs - with the people who manage them. Be aware before accepting any position that all staff are monitored in the form of email surveillance, website tracking and even audio/video surveillance, some of which are located in sensitive areas. While I personally see no issue with workplace surveillance (particularly in a law firm), the conflict has more to do with lack of transparency and disclosure to potential staff members in this regard. This leads to the feeling that management may be willing to make compromises that cost much more than they ultimately gain for the firm. All members of the firm were officially told in memo form that no review on job sites such as this one should be made by anyone. Unbalanced workloads among support staff leads to what becomes a reward system for mediocre job performance. High performers receive extremely high workloads, while those who cannot - or who are unwilling to - perform get less to do and more time for play. Associates have very high hour requirements (typical of any large firm), and it is very difficult for them to make advancement, leading the majority to seek alternate employment within a few years rather than stick it out until an offer of partnership finally comes.

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    Advice to Management

    Cultivate greater transparency to staff. Full disclosure on surveillance methods should be made at the outset of employment. Implement a more balanced approach to HR issues that ensures less bias. Create a clearer system for making advancement and provide a better and more balanced system of checks and rewards concerning job performance. Involve the staff who will actually be utilizing software and hardware... technology more interactively during the decision-making process.

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    Stinson Morrison Hecker2011-04-15
Found 12 reviews