In our Ask a Recruiter feature, our specialist recruitment team tackles key topics around attraction, recruitment and retention.
This month, Associate Consultant Kim Stark shares her advice with a Head of Department looking to improve engagement and retention by empowering their future leaders.
“We want to strengthen engagement and retention across our firm, especially as we grow and evolve. We’ve promoted several lawyers into leadership roles recently, but we’re conscious that not everyone feels fully equipped for the management side of things. What can we do to better support and empower our future leaders?”
This is something we hear a lot from law firms—particularly those growing quickly or undergoing change. Many talented lawyers step into leadership roles without much guidance on how to lead people, and the shift from fee earner to people manager isn’t always straightforward.
Strong leadership is one of the most important drivers of engagement and retention. In fact, managers shape the day-to-day experience of their teams more than any other factor. The good news? Leadership skills can be learned, and with the right support, your future leaders can become the key to a high-performing, motivated team.
Here are a few practical steps you can take:
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Invest in Leadership Training
Being a brilliant lawyer doesn’t automatically translate into being a brilliant manager. Structured leadership development—covering coaching, communication, and people management—gives partners and senior associates the tools they need to bring out the best in others.
One firm we know saw a 30% boost in retention after rolling out a leadership programme for its senior team—proof that the commercial benefits are real.
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Have Regular ‘Stay Conversations’
Rather than waiting for exit interviews, create space for ongoing dialogue. Quarterly check-ins focused on job satisfaction, development, and wellbeing help leaders understand what their teams need—and show people that their voices matter.
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Create a Culture of Visibility and Openness
Encourage your senior team to be visible and approachable. When partners make time to mentor, listen, and share their own experiences, it builds trust and sets a positive tone for the rest of the firm.
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Recognise Great Work Consistently
Recognition is a simple but powerful motivator. Whether it’s monthly shout-outs, team incentives, or simply saying thank you, building a culture of recognition can help leaders connect with their teams and boost morale.
Need help building a more engaged and empowered team?
Our insight-driven approach means we don’t just help you hire—we support you in attracting, retaining, and developing your people. Get in touch to find out how we can help you embed leadership development into your wider people strategy.
