In most law firms, there are lawyers who are consistently reliable, technically strong, and trusted by clients, yet somehow remain slightly under the radar when progression conversations happen.
They hit their deadlines. They handle their files well. They rarely cause problems. But when opportunities arise, whether that’s promotion, pay review, or more complex work, they’re not always the first names mentioned.
If that feels familiar, it doesn’t necessarily mean you’re doing anything wrong. Often, it means you’re operating within a system that rewards visibility, trajectory and perceived potential, not just competence.
The good news is that once you understand how recognition actually works in law firms, you can approach your career more intentionally.
Being good at the job isn’t always the same as being visible
Most lawyers are trained to focus on quality: accurate drafting, sound advice, clean execution, and keeping clients satisfied.
All of that matters. But in busy teams, reliability quickly becomes the baseline expectation. When competence becomes normal, it stops standing out.
Recognition in law firms often depends not just on doing good work, but on ensuring the right people understand:
- The complexity of the matters you’re handling
- The level of judgement you’re exercising
- The responsibility you’re carrying
If the stretch behind your workload isn’t visible, it’s easy for others to assume you’re simply operating comfortably within your role.
Law firms reward trajectory, not just performance
Another common misconception is that progression is based purely on output.
In reality, many firms are assessing future potential as much as present performance. They’re asking:
- Is this lawyer growing?
- Are they showing increasing autonomy?
- Do they demonstrate judgement beyond their PQE?
- Could they step into a more senior role?
If you’re consistently competent but not clearly developing, you may be seen as steady rather than progressing. That distinction matters when decisions are made.
Quiet competence can unintentionally limit you
Many good lawyers avoid visibility because they don’t want to appear self-promotional. They assume their work will speak for itself.
But visibility doesn’t have to mean ego.
It can simply mean:
- Volunteering thoughtful input in meetings
- Asking to be involved in more strategic discussions
- Taking ownership of more complex matters
- Letting a supervisor know when you’ve handled something particularly challenging
In growing teams, silence is often interpreted as comfort. If you don’t signal that you’re ready for more, firms may assume you’re satisfied where you are.
Recognition often follows contribution beyond the file
Across litigation, private client, family, property and personal injury teams, recognition increasingly goes to lawyers who contribute beyond their immediate caseload.
That might include:
- Supporting junior colleagues
- Improving internal processes
- Engaging in business development
- Strengthening client relationships
None of this requires dramatic change. But it does signal long-term value, and that’s what firms tend to reward when considering progression and pay.
Sometimes it’s about perception, not performance.
Two lawyers can be operating at a similar technical level yet be perceived very differently internally or externally.
That perception is shaped by:
- The type and complexity of work they’re exposed to
- How independently they operate
- How visible their contributions are
- How clearly their strengths are defined
If you’re unsure how your experience is being viewed, an external perspective can be powerful. Not because you need to move, but because clarity reduces frustration.
What you can do differently
If you feel overlooked, the solution is rarely to work harder.
Instead, consider:
1. Clarifying what progression looks like
Do you understand what your firm actually rewards? Is it complexity, autonomy, client relationships, leadership?
2. Increasing your exposure to decision-making
Can you position yourself closer to strategy conversations rather than just execution?
3. Making your development visible
Are the right people aware of the responsibility you’re already carrying?
4. Sense-checking your trajectory
Is your current role stretching you in ways that will strengthen your long-term career — or has your development plateaued?
Most overlooked lawyers aren’t underperforming.
They’re simply operating quietly in environments that reward visible growth and perceived future potential.
If you’ve been quietly wondering whether your contribution is being fully recognised, or whether your role is developing in the way it should be, a confidential, no-pressure conversation can often bring clarity.
At Realm, we regularly help lawyers sense-check how their experience is perceived in the wider market, what progression realistically looks like in their region and practice area, and how to strengthen visibility without self-promotion.
Sometimes, being recognised starts with understanding how recognition actually works, and making small, strategic adjustments from there.
