In our Ask a Recruiter feature, our specialist recruitment team tackles key topics around attraction, recruitment and retention.
This month, Mel, family law specialist Realm, shares her advice with a law firm that wants to get ahead of rising attrition by identifying the warning signs early, before valued team members hand in their notice.
“We’ve had a few unexpected resignations recently, and it’s made us realise we might be missing the early warning signs. How can we spot retention risks sooner and take action before people decide to leave?”
This is a really common challenge, and an important one to get right. In most cases, resignations don’t come out of nowhere. There are usually signals along the way, but they can be easy to miss if you’re not actively looking for them.
The key is to move from being reactive to proactive when it comes to engagement and retention. Here’s where I’d start:
1. Look for Changes in Behaviour
Often, the first signs are subtle. A previously engaged lawyer might become quieter in meetings, less responsive, or less involved in team activity. Others might start declining work, avoiding long-term projects, or showing less interest in progression conversations.
These shifts don’t always mean someone is leaving, but they’re a sign it’s time to check in.
2. Encourage Regular ‘Stay Conversations’
Don’t wait for annual appraisals or exit interviews. Regular, informal check-ins give lawyers the chance to talk about how they’re feeling now, what’s going well, what’s frustrating them, and what they want next.
These conversations often surface concerns early, giving you the chance to act before they become reasons to leave.
3. Pay Attention to Workload and Pressure Points
Consistently high workloads, lack of support, or unclear expectations can quietly build into frustration. If someone feels overwhelmed for too long, or like they’re carrying more than their fair share, it can quickly lead to disengagement.
Make sure your team has the right balance of work, support, and supervision.
4. Watch for Stalled Progression
One of the biggest drivers of movement in the legal market is a lack of progression. If lawyers can’t see what’s next for them (or feel like they’ve been in the same position for too long) they’ll start to look elsewhere.
Clear, regular conversations about career paths and development can make a big difference here.
5. Listen to What’s Happening in the Market
Sometimes, retention risks aren’t just internal, they’re external. If the market is picking up and lawyers are being approached more frequently, even those who were previously settled may start to reconsider their options. Having a good understanding of what competitors are offering, whether that’s salary, flexibility or progression, helps you stay one step ahead. Our team of specialist consultants can advise you on these things, so you properly understand current market conditions.
Spotting retention risks early isn’t about second-guessing your team, it’s about creating an environment where people feel comfortable being open, and where small issues don’t have the chance to grow into bigger problems.
Firms that get this right don’t just retain their people, they build stronger, more engaged teams in the process.
At Realm, we help law firms understand what’s really driving movement in the legal talent market, and what keeps lawyers engaged for the long term. If you’d like to sense-check your retention strategy or understand what might be putting your team at risk, get in touch with Mel or your Realm consultant today.
