In our Ask a Recruiter feature, our specialist recruitment team tackles key topics around attraction, recruitment and retention.
This month, Kelly Reid, Associate Director and private client recruitment specialist, shares her advice with a law firm that’s concerned a lack of engagement is starting to affect retention.
“We’ve noticed a drop in engagement across the firm, and we’re worried it’s contributing to higher turnover than we’d like. What can we do to boost engagement and make sure our lawyers feel more motivated and committed to the business?”
You’re not alone—many law firms are finding that engagement is becoming just as important as pay when it comes to retaining their best people. If lawyers don’t feel connected to their work, their team or their future at your firm, they’re far more likely to explore other options. The good news is, improving engagement doesn’t always require huge structural change—small, consistent actions often make the biggest difference.
Here are a few things we’d recommend:
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Start with Conversations, Not Assumptions
One of the best ways to improve engagement is simply to ask how your team is feeling. Regular ‘stay conversations’—informal check-ins focused on satisfaction, challenges, and aspirations—can help uncover what’s working and where people might be struggling. Don’t wait for exit interviews to find out what went wrong.
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Train and Support Your Managers
The number one factor influencing how someone feels at work? Their manager. If your leaders haven’t had support or training in people management, it’s worth investing in this area. Coaching, feedback, communication—these are learned skills, and your senior lawyers need them to inspire and support others effectively.
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Create Opportunities for Growth
Lack of progression is one of the most common reasons lawyers leave. Make sure every team member knows what’s next for them. Clear career pathways, regular development conversations, and access to training go a long way in helping people feel invested in—and by—the firm.
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Recognise and Reward
Recognition doesn’t have to be financial to be meaningful. Publicly celebrating achievements, encouraging peer-to-peer recognition, and simply saying thank you more often can make a big impact on how valued your team feels day to day.
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Revisit Flexibility and Wellbeing
Post-pandemic, expectations around flexibility and work-life balance have changed. If your firm offers hybrid working or wellbeing initiatives, make sure these are being communicated clearly and used consistently across teams. If not, now may be the time to start.
Want to better understand what’s driving engagement—or disengagement—in your firm?
We offer bespoke employee engagement surveys and detailed insight reports to help you identify what matters most to your team and where improvements can be made.
Get in touch with Kelly or your Realm contact today to learn how we can support you in building a more engaged and loyal team.
