While the practice of law continues to undergo many changes, one thing remains the same. Law firms will always need attorneys with energy, ...
Certain aspects of a firm’s culture can weigh more heavily than money when it comes to the success or failure of a relationship with a motivated lawyer. Small and mid-sized firms who typically offer a narrower scope of opportunities have to work harder to create cultural factors that outweigh the perceived benefits in larger firms.
In this phase of creating an ARM system, we recommend soliciting input from all attorneys in several key areas including:
Recruiting and retention
Communication and feedback
Comprehension of the firm’s core values, mission, and vision
The employee experience
New employee orientation, onboarding, and integration processes
Transition planning and long term outlook
Compensation and incentives
Non-monetary and traditional employee benefits