As a law firm leader, to positively impact the successful growth of your firm, you have to have the ability to attract and keep top-level talent. Whether it be at the junior stage with students and young associates, mid to senior associates, or high-value lateral partners, the approach is the same. Follow these five steps and you and your firm will garner a reputation as ‘THE’ firm to work for in your market.
- Recruitment- “Get the right people on the bus”-one of my favorite lines in the book, “Good to Great”, by Jim Collins. When you start at the beginning and get the right people, you are setting your firm up for future success. There will be less pushing and pulling, more teamwork and focus on client service, and your job as a leader will be far more enjoyable and lucrative.
- Properly on-board them: I find this component to be missing or dreadful at best in most firms. However you attract your talent, doesn’t it make sense to provide them with everything they need to get a good head start upon landing?
- Continue to support their development: Continued success means continued development. Think like a tech firm, constantly investing in innovating their products. Your product is your people.
- Market the hell out of it- Make sure the whole world knows about it. This is really about becoming known as ‘the’ firm to work at.
- Repeat- When you follow the first 4 steps above, each time you go through the cycle your ability to attract and keep top-level talent will increase.
There are so many benefits of following this formula; savings from higher retention rates; improved client satisfaction; firm growth, and higher profits.
Keep reading as I offer more insights for law firm leaders here in the weeks to follow.
You may also be interested to follow the ongoing series on The Lawyers Daily entitled “Building a Successful Law Firm”. I offer this in collaboration with Lisa Dawson and Mayur Gadhia. We have formed a Law Firm Leadership Alliance From start-up to wind up, we bring leadership expertise in Finance, Business Administration, Taxation, Risk Management, Cloud and Technology, IT Decision Making, Human Resources and Full Cycle Talent Management, Executive, Associate and Support Staff Leadership Coaching, and much more.
Here is a link to the intro article published in TLD.