The post-pandemic era of the mid-2020s has emphasized three things that small law firms must -- and can -- do to to attract and retain top legal talent.
Interviews and focus groups conducted by Walker Clark LLC strongly suggest that each one of these is more persuasive than the salary. Each one also can be a special advantage that a smaller firm can more easily offer than many of its bigger competitors.
1. Flexible work arrangements
The COVID-19 pandemic has fundamentally changed the expectations around work flexibility. Many lawyers now prioritize work-life balance and the ability to work remotely. Offering flexible work options can significantly enhance job satisfaction and retention. This includes:
- Remote work: Allowing lawyers to work from home or other remote locations.
- Flexible hours: Providing options for flexible working hours to accommodate personal commitments.
- Hybrid models: Combining remote work with in-office days to maintain team cohesion and collaboration.
Surveys have shown that a significant percentage of lawyers would consider leaving their current jobs for better remote work options, emphasizing the importance of this factor.
2. Professional development opportunities
Continuous growth and development are crucial for retaining legal talent. Lawyers, especially those early in their careers, seek opportunities to advance their skills and career prospects. The four most commonly mentioned "selling points" for small law firms are:
- Mentorship programs: Pairing less experienced lawyers with seasoned professionals for guidance and support.
- Continuing education: Offering in-house training sessions, external workshops, and online courses to help lawyers develop their expertise.
- Meaningful contact with clients: Opportunities to work directly with and for clients, rather than being relegated to a cubicle.
- Career pathways: Clearly defining career advancement opportunities within the firm.
Providing these opportunities not only helps in skill development but also boosts engagement and reduces turnover.
3. Positive work environment
A supportive and inclusive work culture is essential for attracting and retaining top talent. Lawyers want to work in environments where they feel valued and respected. Small law firms can foster a positive work environment by:
- Promoting diversity and inclusion: Implementing policies that ensure a diverse and inclusive workplace, with equal opportunities for all.
- Recognition and rewards: Regularly acknowledging and rewarding lawyers for their contributions.
- Healthy work-life balance: Ensuring that lawyers are not overworked and have time for personal activities.
Creating a positive work culture helps in building loyalty and commitment among everyone in the firm, not just lawyers. When asked What keeps you at this firm?, lawyers seldom mention money. Instead the these three areas -- especially the positive work environment -- are what can make small law firms much more attractive.
Norman Clark
For more than 22 years, Walker Clark LLC has been helping small law firms to develop cost-effective strategies and programs to recruit, develop, and retain top legal professionals. Contact us for more information.
