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Pamela DeNeuve

Lawyer & Law Firm Peak Performance Strategist

Top 5 Signs An Associate is Leaving Your Law Firm

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Diaries of A Former Headhunter

I’ve often thought of writing a book titled, “Diaries of a Former Headhunter.” Believe me; I’ve seen it all. My clients were AM 100 firms, the biggest and the best.

Although my primary focus was recruiting partners with portable books of business, I kept my eye out for a good associate, especially a corporate associate. Finding an occasional associate would always keep me in the good graces of my client firm.

Once I achieved the goal of getting partners to meet who were from rival firms, sometimes whose firms practiced in the same building; we would meet in the secret meeting room for lunch.

It was important that the attorney and my client firm not be seen together. First class service, excellent food and most of all, privacy was imperative for an initial meet and greet. It was all arranged.

Meet Greg, An Associate

Greg, an associate, sat nervously across from me, at 10:00 am on a Monday morning at Starbucks quickly gulping down his coffee. He was ill at ease and kept glancing at his watch.  “I can’t be missed so I’ll have to get back.”

“My client is looking for a corporate associate. Will you meet us for lunch?” I ask.

Greg worked on the 48th floor, and my client firm was on the 52nd floor.  “My wife just had a baby, and she needs my help but my hours keep getting longer and longer.”

“So Greg will you meet us for lunch? My black limo will pick you up at noon in front of your building.”  I am on a mission.

Greg gulped… “Yes, I really have to help my wife more.”

“Sounds good Greg,” I said. We’ll see you next week at twelve sharp.”

I am ashamed to say today that, at that time, I cared less about Greg and his baby. My only objective was to get him in front of my client, the Chair of a prestigious group at an AM 100 firm.

Why Associates Leave

Law firms don’t foster loyalty and dedication today. After the initial efforts to recruit them when firms put their best foot forward, the associate is established as the “working class” lawyers. They are needed to crank out the billable hours to keep the law firm profitable.

Turnover in a law firm is so typical that they now expect it. Instead of mentoring associates and making them one of the team, they are relegated to working in the bowels of the building cranking out work.

Let’s count down the five top signs that your associate is about to leave.

Countdown of Top 5 Signs Associate is Leaving

No. 5. Stop Caring

An associate about to make a change demonstrates apathy. The young lawyer   usually shows their firm that they are about to leave. They are no longer interested in trying to please their boss. Maybe refusing to go above and beyond anymore.

They suddenly have excuses why they can’t work late or on weekends and do the bare minimum. They are on their way out of the door.

No. 4. Changes in Schedule

An associate who is about to leave suddenly needs more time off. They have interviews, and they want to make sure to use all of their vacation and sick time.

A section head or chief will observe the associate using an excessive amount of sick, vacation or personal time there’s a good chance they’re doing so to get rid of it before they quit.

No. 3. Job Hunting Mode

If an associate is actively engaged in job seeking, because of long hours, they have no choice but to use company time to do it. They will be dressed up, making and taking calls on company time. Going on interviews on their lunch hour or break periods.

No. 2.   Drop in Productivity

An associate with a stellar work ethic who is seeking a job will become distracted and less productive.   Because they are either interviewing with another firm or corporation, they cannot devote the attention that they used to. There is a saying, “No one can serve two masters.”

No. 1 Loss of Engagement

The most noticeable sign will be that they no longer engage with anyone including other employees. An associate about to leave no longer provides spontaneous input and lets his or her work quality slip.

An attorney that is leaving or even contemplating leaving will cease to be interested in pleasing his or her supervisors or even their peers. They will just go through the motions.

Instead, Let’s Retain The Associates

As a retention strategist, I try to remind my clients that recruiters, like I used to be, are always there waiting to move a burned out, disgruntled or depressed associate to another position. I know this firsthand.

Important Note:  Unfortunately, many times the situation the associate moves to is even worse than the job that they just left.  They may end up:

  • Becoming disillusioned with law altogether and working for another BigLaw firm hating every minute.
  • Taking a huge decrease in pay at a smaller firm.
  • Leaving the practice of law altogether.
  • Struggling financially with their own solo practice.

This could all be avoided if law firms made minor cost effective changes in the business model with their associates.

The Solution

Anyone who has worked with me knows that the Associate Pod Approach (APA) encourages retention.

APA creates a win/win for both. It inspires loyalty and engagement. Law firms get their much needed billable hours to keep their doors open; associates get mentorship, leadership training, engagement, encouragement and work-life balance. It is a win/win designed especially for Millennials who need to be a part of a team.

These younger lawyers want their work to have meaning. They want to participate in leadership and give and receive regular feedback.

Why Law Firms Need Help

Partners and supervisors work at a frenetic pace, so the associate is left alone in the bowels of the firm. With the APA practice model, you stop your associate from wanting to move. Currently, some law firms are losing up to 37% of their associates annually, and this costs firms millions of dollars.

It can cost a firm up to $425,000 to lose an associate. What can anyone buy with that much money? In certain parts of the country, you can purchase a house for $425,000.

It makes sense for law firms to make the changes in the culture to keep associates engaged. Making cost-effective and minor modifications will achieve this goal to engage associates, retain associates and increase the bottom line profits to the firm.

Pamela DeNeuve, Law Firm Strategists for Retention

Email:  pamela@pameladeneuve.com

Website: https://pameladeneuve.com

LinkedIn:  https://www.linkedin.com/in/pameladeneuve  

Call Pamela:  (904) 607-1211

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