Improving retention in your law firm requires clearly defining expectations and needs.
Even as Biglaw firms signal an increase in “stealth” layoffs, there’s a lot for firms of all sizes to worry about around the subject of retaining top employees. First, it was the COVID mess. Then, the “Great Resignation” followed. Now, everyone’s abuzz about “quiet quitting.” As if reducing attrition among lawyers and staff in law firms was not exhausting enough, now there are trendy catchphrases to describe staffing woes.
The bottom line is that no matter how high a salary you offer, how flexible a schedule you provide, or how many happy hours you sponsor, without clear and enforceable expectations for your lawyers, staff, and leadership, any innovative retention measures are like throwing darts blindfolded.
Three Steps Toward Improving Retention in Your Law Firm
The road to retention is paved with intentionality, and it all starts with documentation.
Here are three steps your firm can take and should take toward improving morale and retention.
- Define your ideal lawyer at the associate and partner level
- Document job descriptions and processes for staff
- Document the path to partnership
1. Your Lawyers
The key to securing sustainable success is clear and consistent branding. If you do not clearly define and communicate your expectations of attorneys, how can they be effective ambassadors for the firm’s brand? Producing and socializing a document that lays out the definition of your firm’s ideal attorney, both at the associate and partner level, is the only way to support your lawyers’ path to fulfilling their objectives. Think of it as a combination of a job description and branding bible, and make sure that it is detailed, well-communicated, and used as both a guide and a measuring tool.
2. Your Staff
The war for talent rages on not only in the attorney space but in the law firm staffing world as well. Seasoned staff need guidance, recognition and support to perform, as they are the critical foundation of every firm. So many organizations, however, neglect to create the systems and processes necessary to ensure efficiency and continuity. Providing clear job descriptions along with the establishment of intelligent systems is the first step toward boosting the productivity — and job satisfaction — of your staff. In addition to communicating expectations and providing accountability, your firm should incorporate the documentation of standard operating procedures (SOPs) into staff management to facilitate succession and ensure continuity.
3. Your Partners
Without strong, skilled, and aligned partners, a firm cannot grow. Invest in current and future leaders to ensure they have the skills to think strategically and successfully run the business. Absent an explicit description of what is expected of partners, they cannot be expected to intuit what they need to do to contribute to the firm’s success. If your firm does not have a path to partnership” document that lays out clear expectations for each partner, there’s a high likelihood of frustration, disappointment and anxiety among the group.
Partners are fiduciaries of the firm, but without a clear description of what this entails, the firm’s leadership may not be as strong as it needs to be.
Improving Retention in Your Law Firm Requires Defining, Documenting and Communicating Expectations
If your firm has not recently reviewed its expectations of associates, partners, or staff, it is time to do so. In addition to defining expectations, it is critical to document them and effectively communicate them firm-wide. Adhering to agreed-upon standards is the best way to foster a healthy culture, improve retention and position your firm for sustainable growth.
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