Amélio for professional services
Amélio measures what matters: are they holding up, do they see themselves as partners in five years, or have they already met with another firm?
| Matter | Mon | Tue | Wed | Thu | Fri | Total |
|---|---|---|---|---|---|---|
| Acquisition | 3.5 | 4 | 3 | 4.5 | 2 | 17 |
| Commercial litigation | 2 | 3.5 | 3 | 2 | 3 | 13.5 |
| Due diligence | 3 | 2 | 3.5 | 3 | 2.5 | 14 |
| Legal opinion | 1 | 1.5 | 2 | 1.5 | 2 | 8 |
| Billable | 9.5 | 11 | 11.5 | 11 | 9.5 | 52.5 h |
Your financial metrics are spotless. That's exactly the problem: they look backward, and sometimes reward the very things that burn out your best people.
Hours above target and satisfied clients.
The path to partnership feels vague to them, while a competitor made it crystal clear. They leave, and the client relationship leaves with them.
→Amélio measures career progression and intent to stay
An exemplary realization rate, targets exceeded quarter after quarter.
Evenings and weekends have been piling up for months, right up to the sick leave nobody saw coming.
→Amélio tracks well-being and perceived workload, by team
The founding partners still bill the most and carry the biggest mandates.
No one has been prepared to take over those relationships. The transition will happen under pressure, or not at all.
→One-on-ones, goals and career development
Non-billable time, so a cost line.
Assistants, paralegals and coordinators hold the files together. When one leaves, three professionals slow down.
→Results by job group and peer-to-peer recognition
In a firm, a professional who stays but plateaus often costs more than one who leaves: files that drag on, extra review, partners redoing the work.
Everyone sees where they stand, from getting started to expertise, and which skills they still need to build to move up to the next level.
See the growth path
360 feedback from partners and engagement teammates shows each professional where they serve clients well, and where to grow: communication, project management, staying on budget.
See 360 feedbackAmélio links performance management to each team's engagement results.
A partner, an articling student and an assistant don't disengage for the same reasons. Amélio presents results by level, without ever exposing an individual, and highlights the lever that matters.
Click a level
“We carry the clients, but who will take them over?”
Priority leverFree partners from what isn't theirs to carry so they have time to prepare their successors: client transition goals and one-on-ones with future partners.
“I don't know what I still have to prove to make partner.”
Priority leverTell your seniors clearly what it takes to make partner, then check in with them often. Those who can't see where they're headed end up leaving for a competitor.
“I'm learning a ton. I'm also barely sleeping.”
Priority leverWatch workload before it turns into burnout, and give regular feedback rather than a once-a-year review. Managers get concrete actions and automated coaching to do it.
“When the case wins, the lawyer gets the thanks.”
Priority leverMake the support team's contribution visible: peer recognition cards tied to the firm's values, and results tracked for this group in its own right.
EngagementPerformance
For your seniors, the lever is a regular conversation with a partner. Amélio prepares it: the goal of the meeting and the topics to cover, from career aspirations to workload.
See one-on-one meetings
Your professionals answer on their phone, by email or by text message, whenever it suits them. Responses stay confidential: that's what lets you hear what no one dares say in a partners' meeting.
Litigation or corporate law, audit or tax, Montreal or Toronto office: Amélio compares groups on every factor and flags the one that's slipping. You can also benchmark your results against comparisons built on more than 750 organizations.
Your partners are excellent professionals, not necessarily trained managers. Amélio suggests actions tailored to their team's results and supports them with automated coaching, without asking them to become HR experts.
EngagementPerformance
Amélio puts each person's performance next to their team's climate. You assess the right thing, and you act on the real cause.
See performance management
“Because we're growing, we could easily become a big firm where the human side gets lost. Our people-first culture is a small treasure we have to protect.”
“Even though we have a very open culture, there's a limit to what employees are willing to tell me directly.”
What engaged teams changeThe most engaged teams compared with the least engaged.
Right after annual review season, when career expectations are fresh in everyone's mind.
A few weeks after tax season ends: the energy that's left says everything about the next season.
At the end of a major project, before the team is reassigned and the lessons get lost.
Consulting firms use Amélio for their own teams and in their client engagements. Amélio for consultants
Client deadlines, hour targets and the race to partnership are exactly the psychosocial risk factors that occupational health and safety requirements ask you to assess and prevent. In Quebec, under Law 27, a firm of 15 people must keep a written action plan, and a firm of 20 or more a prevention program. Amélio measures these factors by office and by level, and documents your actions.
Just a few minutes. Surveys are short, available on mobile, by email or by text message, and everyone answers whenever it suits them. Average participation among our clients is 85%.
No. Firms of a few dozen people use Amélio, like Delegatus and Solertia. Minimum participation thresholds protect anonymity even in small groups: if a group is too small, its results are rolled up rather than displayed.
No. No one sees an individual response, not the partners and not HR. Results are presented by group, above a minimum threshold. See our data security page.
Yes. You define the groups that make sense for you (office, practice area, level, support team) and Amélio compares each one's results, factor by factor, over time.
What happens to the results once they've been presented to the partners? Amélio turns them into an action plan for every partner and team lead, with automated coaching to carry it out between files. Keep your annual survey, and add a pulse survey when needed, for example after a merger or a round of partner appointments.
Through goals, one-on-ones and career development brought together on the same platform, and through engagement results that show where future partners are hesitating. Our organizational development advisors can also support you.
Amélio integrates with your human resources information system to keep your teams up to date automatically. See HRIS integration.
Yes. The diagnostic measures psychosocial risk factors and helps you document your actions. Our team also offers psychosocial risk advisory services.
Amélio also includes a performance management module: a skills-based growth path, development plans, reviews and one-on-ones. Because it's linked to engagement results, managers assess each person in the context of their team, rather than with an isolated rating. See performance management.
See how Amélio reads your firm and pinpoints what will move you forward quickly.
Not ready for a meeting yet? , a 5-minute video.