Ask the Recruiter: How Can We Improve Retention Without Relying on Pay Rises?

In our Ask a Recruiter feature, our specialist legal recruitment team tackles key topics around attraction, recruitment and retention. 

This month, Lucy Wickham, Senior Consultant, responds to a law firm looking for ways to boost retention in a competitive market, without leaning too heavily on salary increases. They’re keen to understand what else they can do to make their lawyers feel more engaged and committed for the long term. 

“We’re seeing more movement in the market and want to make sure we’re doing everything we can to keep hold of our lawyers—particularly those who aren’t actively unhappy but could be tempted by other offers.  

Beyond pay, what practical steps can we take to strengthen retention?” 

This is something we’re hearing more and more from the firms we work with. While salary will always be important, it’s rarely the sole reason a lawyer chooses to leave, or stay. Often, it’s how they feel day-to-day that matters most: whether they feel recognised, supported, and like they have a future at the firm. 

One of the most effective (and low-cost) ways to strengthen retention is by introducing regular stay interviews. These are simple, structured one-to-one conversations focused on what’s going well, what could be better, and what each team member needs to stay motivated and fulfilled. 

Here’s why they work and how to get them right: 

1. They Show You’re Listening

Unlike appraisals, which often focus on past performance, stay interviews are all about the present and future. They give lawyers a space to talk openly about their experience, career aspirations, and any frustrations they may have, before those frustrations turn into a resignation letter. 

2. They Build Trust and Connection

When managers take the time to listen without judgement and follow up with action, it strengthens the relationship between the individual and the firm. Lawyers are more likely to stay where they feel seen, heard, and valued. 

3. They Help You Spot Risk Early

These conversations can uncover early warning signs, whether it’s a lawyer feeling overlooked, uncertain about progression, or unsure how they fit into the wider firm strategy. Catching these issues early gives you the chance to make meaningful changes. 

4. They Inform Better Decision-Making

Stay interviews don’t just benefit individuals, they give you firm-wide insight into what your lawyers need to thrive. Over time, they can shape your approach to everything from progression and recognition to flexibility and workload management. 

Getting Started 

• Keep it informal but structured—have a few core questions but give space for open conversation 

• Focus on what the lawyer enjoys, what they’d change, and what would make them feel even more invested 

• Avoid turning it into a performance review—this is about understanding, not evaluating 

• Most importantly, follow up—even small actions based on feedback show that you’re taking it seriously 

Looking for more ways to improve engagement and reduce attrition? 

At Realm, we help law firms build high-performing, happy teams—and stay interviews are just one of the practical tools we recommend. 

Get in touch with Lucy or your Realm consultant to explore how we can support your retention strategy and help your lawyers feel more connected to your firm for the long term.