With many firms not offering salary increases or partnership promotions this year, there are a higher volume of disgruntled lawyers in the market. How can firms manage their expectations?
Have open lines of communication. Make sure your lawyers feel valued by acknowledging hard work and any triumphs.
Empower your lawyers with information on the firm's vision for them, their team and the organisation as a whole. Providing information as to how the firm is tracking, what targets need to be reached and how - and benefits that will be awarded to those who reach targets - is a significant retention strategy.
Where budgetary concerns are an imperative, it is important for a firm to be creative and consider other ways it can utilize its star performers who now find themselves in quiet practice groups.
For example, consider whether their skills can be used in another practice group, whether they can assist in any pro bono program, or whether you can offer a secondment to an interstate office or to a client.
- Nalini Moore, senior consultant, Mahlab Recruitment (Vic)