In our Ask a Recruiter feature, a member of our specialist recruitment team will tackle a topic relating to attraction, recruitment and retention.
This month, Senior Consultant and specialist in the recruitment of non-contentious commercial lawyers Layla Jackson offers her advice to a law firm looking to improve their progression framework.
“We’re a relatively new law firm and have grown quickly in the last 12-18 months. Lots of our team members are really ambitious and are keen to progress their careers with us, however, we don’t have a solid progression structure in place.
Do you have any advice for how we can implement a progression pathway that will not only provide our existing lawyers with the clarity they’re looking for but would be attractive to future hires?”
According to our 2023/4 annual research, promotion opportunities emerged as a top priority for three-quarters of all legal professionals, and 100% of NQ-7 PQE lawyers. Implementing a clear and structured progression pathway is essential for any law firm that aims to retain its talented team members and attract future hires, especially as you continue to grow and evolve.
Here are several steps your firm can take to develop a framework that demonstrates that you support and invest in your employees’ professional development.
Define clear career levels
Start by establishing distinct career levels or titles within your firm. Each level should have specific criteria based on experience, skill, and contribution to the firm’s success.
When it comes to your fee-earners, these are likely to be (or at least a version of) Associate, Senior Associate, Partner, and Senior Partner. You may also want to consider positions such as Team Lead or Head of Department and how these fit in with the more traditional rungs of the ladder.
Make sure you think about the wider business too and also define the pathways available for non-fee-earning roles such as PAs, secretarial staff, costs and marketing.
Set transparent criteria
Define the qualifications, skills, and achievements required to progress to each level. For fee-earning roles, this could include years of experience, client satisfaction, business development contributions, and legal expertise. Ensure these criteria are objective, measurable, and transparently communicated to all team members.
Develop a mentorship programme
Alongside your new progression framework, a mentorship programme is another way in you can invest in the development of your team. Pair less experienced lawyers with seasoned mentors who can provide guidance, feedback, and support. This not only aids in professional development but also fosters a culture of learning and collaboration within your firm.
Offer professional development opportunities
Invest in your team’s growth by providing access to continuing legal education, workshops, and seminars that align with their career aspirations and the firm’s strategic goals. Encourage and support your lawyers in pursuing certifications or specialisations that will enhance their expertise.
Regular performance reviews
Implement a structured performance review process that provides members of your team with regular feedback on their progress toward their career goals. Use this as an opportunity to discuss potential areas for development and to set individual objectives.
Communicate pathways and success stories
Make sure your progression framework is clear and visible to all team members, perhaps through an internal portal or handbook. Celebrate and publicise the promotions and achievements of your lawyers internally to motivate and inspire others. Recognising these success stories externally too, on your website, LinkedIn profile and in the press, to promote the progression opportunities you offer to the wider world and future hires.
Ask for feedback
Engage with your team members regularly to gather their input on the progression structure and identify areas for improvement. Their feedback will provide valuable insights into how the system can be refined and made more effective.
Be flexible and willing to adapt
Recognise that career aspirations can change over time. Allow for flexibility within your progression pathway and development opportunities to accommodate different career goals, whether they involve moving into a more senior legal role, specialising in a niche area, or pursuing leadership positions within the firm.
By implementing a structured and transparent progression pathway, your law firm will not only enhance its ability to retain ambitious lawyers but will also become more attractive to prospective hires. It demonstrates your commitment to supporting your team’s professional growth and development, which is crucial for sustaining your firm’s success and reputation in the competitive legal landscape.
