The Hidden Cost of Vague Job Descriptions in Law Firms
At many law firms, job descriptions are either nonexistent… or dangerously vague.
“Handle general admin tasks.”
“Support attorneys as needed.”
“Wear multiple hats.”
Sound familiar?
Those vague descriptions may have worked when your firm was small. But as your team grows, fuzzy roles create real friction — and costly problems.
Let’s break down the hidden costs of unclear roles and what to do instead.
The Risks of Vague Job Descriptions
1. Inefficiency
When no one knows exactly who owns what, things either:
Get duplicated
Get ignored
Or take 3x longer to complete
You burn time and money on internal confusion.
2. Team Frustration
Employees don’t want to guess.
Vague roles lead to:
Constant interruptions
Role creep
Internal turf wars
The “not my job” dynamic
Over time, that erodes morale — and trust.
3. Leadership Bottlenecks
If your team isn’t clear on what they should be doing, they default to one thing: ask the owner.
You become the go-to for everything — and your “free time” disappears.
4. Onboarding is a Nightmare
Hiring someone new? Good luck onboarding them into a role no one fully understands.
It’s hard to measure success or hold people accountable when there’s no clear benchmark.
5. Turnover Increases
When people feel overwhelmed, underutilized, or confused about their role, they don’t stay. Or worse — they stay and disengage.
What a Strong Job Description Looks Like
It should clearly outline:
Role purpose: Why this job exists
Key responsibilities: What they actually do
Success metrics: How performance is measured
Reporting structure: Who they report to and collaborate with
Growth path: How the role can evolve over time
Bonus: It Also Improves Delegation
When you know what each role is designed to handle, you stop overloading your high performers or guessing who can take on new projects.
You delegate with purpose — and get results.
The COO Angle: From Paper to Practice
A strong job description is the starting point — but operationalizing it is where things change.
That’s where a fractional COO comes in:
Audits your existing roles and responsibilities
Creates clear, measurable job descriptions
Restructures your org chart to match firm goals
Trains your team to own their lane
In other words: I help turn job descriptions into actionable alignment.
If you're tired of “everyone doing everything” and nothing getting done well — schedule a consultation. Let’s bring clarity to your firm’s structure.