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Much has been written about the impact of the pandemic on law firms and law firm culture. What others are calling the “Great Resignation” amounts to an upheaval in the legal talent market. Partners and associates are making career path and employer changes at an unprecedented pace making talent retention a critical priority. Junior associates still need the apprenticeship-type training and mentoring senior lawyers took for granted, and yet it seems inevitable that hybrid work will remain a long-term reality making it challenging to meet that critical need. In short, the pandemic has brought into focus the need for law firms and law firm leaders to be strategic about fostering the connections, engagement, learning and innovation that will allow them to both attract and retain top talent.
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Retirement Succession Can Hedge Against Lateral Partner Acquisition Risks
By David Wood
While growing by acquiring lateral partners and practice groups can be lucrative, it carries many risks. Lateral candidates’ projections of the revenue they will bring to a new firm can prove inaccurate, or a particular candidate may simply be a bad fit culturally.
The Impact of Gen X and Millennial Law Firm Leaders
By Marci Taylor
Generation X lawyers stand poised to wield considerable influence. Often the unsung heroes in discussions about generational dynamics, Gen X professionals bring a wealth of strengths to law firm leadership. Their pragmatic outlook, honed by navigating shifts in technology and societal changes, positions them as adaptable leaders.
It’s Time for Lawyers to Return to the Office 5 Days a Week
By J. Mark Santiago
It’s time for attorneys to return to the office on a five day a week schedule. There is significant evidence that shows remote learning is not as effective as in-person instruction.
Law Firms Eager to Increase Nonequity Tiers
By Andrew Maloney
Last year saw a ”staggering” jump in the number of law firm leaders who said they wanted to increase their nonequity tier going forward. Now it’s clear many of the biggest Big Law players are following through, with several Am Law 100 firms growing their income partner ranks by double-digit percentages in 2023.
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