Even the most successful-appearing associates will leave their law firms if they’re not fulfilled by the work they do. It’s actually the No. 1 reason that associates leave their firms, according to The NALP Foundation for Law Career Research and Education, leading NALP to emphasize the importance of work allocation in its 2024 “Stay Study” on associate push-and-pull factors. Understanding these experiences can help large law firms address what they say is their greatest challenge of 2024: retaining their associates. When asked, three in five associates say they intend to still be at their firms in five years. Fast-forward half a decade, and less than one in five still remain, an “all-time high“ five-year attrition rate, according to the latest NALP data. See: https://buff.ly/4616N31 Do law firms pay enough attention to their associate work allocation practices? #nalsc #lawjobs #legaljobs #legalrecruiting #associateretention
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Even the most successful-appearing associates will leave their law firms if they’re not fulfilled by the work they do. It’s actually the No. 1 reason that associates leave their firms, according to The NALP Foundation for Law Career Research and Education, leading NALP to emphasize the importance of work allocation in its 2024 “Stay Study” on associate push-and-pull factors. Understanding these experiences can help large law firms address what they say is their greatest challenge of 2024: retaining their associates. When asked, three in five associates say they intend to still be at their firms in five years. Fast-forward half a decade, and less than one in five still remain, an “all-time high“ five-year attrition rate, according to the latest NALP data. See: https://buff.ly/4616N31 Do law firms pay enough attention to their associate work allocation practices? #nalsc #lawjobs #legaljobs #legalrecruiting #associateretention
A Tale of 2 Associates: What Really Pushes Top Talent From Big Law? | The American Lawyer
law.com
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Interesting article on why two promising associates decided to leave their firm - and how the firm did not successfully anticipate their desire for growth. #BigLaw #Lawyering
Even the most successful-appearing associates will leave their law firms if they’re not fulfilled by the work they do. It’s actually the No. 1 reason that associates leave their firms, according to The NALP Foundation for Law Career Research and Education, leading NALP to emphasize the importance of work allocation in its 2024 “Stay Study” on associate push-and-pull factors. Understanding these experiences can help large law firms address what they say is their greatest challenge of 2024: retaining their associates. When asked, three in five associates say they intend to still be at their firms in five years. Fast-forward half a decade, and less than one in five still remain, an “all-time high“ five-year attrition rate, according to the latest NALP data. See: https://buff.ly/4616N31 Do law firms pay enough attention to their associate work allocation practices? #nalsc #lawjobs #legaljobs #legalrecruiting #associateretention
A Tale of 2 Associates: What Really Pushes Top Talent From Big Law? | The American Lawyer
law.com
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🤔 What’s really pushing top talent from Big Law? In his new article on The American Lawyer, William combines the latest attrition research with a personal tale of two associates – David and Aisha – who are composites of lawyers we’ve known along our journey, and help us locate answers to that pressing question. Both are talented, motivated, and committed to staying put at their firm. Both leave three years in to what looked like extremely promising careers. 🗣 From William’s piece: “Some associates are deemed to benefit from favouritism, others are pigeonholed for low quality tasks. Some have no time to develop a specialism, others just have no luck. Some feel overlooked and wonder if it’s because of who they are, others are overworked to the point of burnout. Some bill well over target, others well under target. Some leave after a crisis, others leave because they anticipate they’ll soon be pushed.” The former lawyers in our team care deeply about these issues, and are really enjoying working with law firms to help them retain more of their top talent with smart, structured work allocation. Thanks also to Jayson Levine and Nk U. for their help conceiving this piece; it was first delivered alongside them as a presentation at a NALP conference last year. https://lnkd.in/eBzhUGQW
A Tale of 2 Associates: What Really Pushes Top Talent From Big Law? | The American Lawyer
law.com
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🤔 What’s really pushing associates from Big Law? In our tale of two associates, we explore some of the less visible reasons that promising and motivated lawyers decide to leave their firms. Five-year associate attrition is now at an all-time high. Large law firms say retention is their biggest challenge of 2024. And all the while, the demands and expectations of young lawyers are shifting. Looking at the journeys of David and Aisha, our two fictional associates, we hope to unearth some of the reasons talented people leave their firms – and perhaps some solutions that might encourage them to stay. Read our latest article on our blog here: https://lnkd.in/eDxm768h
Capacity – Blog – A tale of two associates: What's pushing associates from Big Law?
capacity.law
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#PublicServiceAnnouncement If you haven’t read Wern-Jhien Yam’s post and many of the comments contained therein (eg from my ex-boss Shen Yi Thio) please do. #Sustainability in legal practice is something I’m very passionate about in my work with Mindful Business Singapore. Some senior members of the legal community are too. That’s precisely why I am moderating a panel on that very topic at the upcoming Ethics Conference on 7 Oct. My panel is titled “Sustainability in the Legal Profession: Respect and Mindfulness”. I will be asking hard questions of senior lawyers from the bar (Siraj Omar, S.C.) in-house (Rachel Y.) and legal service (Hui Choon Kuen) about the practical things we can do to #makeworkbetter (I love being the moderator 😉) Register here: https://lnkd.in/g3ADa4Yi CHP Law LLC #withyou #mindfulbusiness #sustainablelawyering
Cross Border Disputes and Insolvencies | Fraud Litigation | Legal Strategy + a part time musician🎼
Okay, I’ll go against my better judgment and weigh in on this one. CJ Menon recently highlighted that many of our youngest lawyers are considering leaving the profession in the next five years, and while that’s a sobering thought, I would personally find hope in it. To me, it signals a new era in the legal profession — one where young people are willing to take control of their destinies and align their careers with their values and wellbeing. This is a stark contrast to the past, where once you’ve made it through law school, stepping away from the law practice was almost unthinkable. For most of us, the path was linear — you became a lawyer, and you stayed a lawyer. But the world has changed, and so have the expectations of this generation. Today’s lawyers believe that a meaningful career is not just about hard work and prestige; it’s about finding purpose, balance, and fulfillment. The fact that they believe they have choices is powerful. It means they are no longer bound by the rigid expectations that once defined the profession. It means they have the courage to pursue a life that resonates with who they are, even if that means leaving behind a traditional legal path. That takes a lot of strength. For law firms, this perhaps isn’t just a challenge — it’s an opportunity. There will be an increasing battle for talent, and firms that want to thrive in this new world must embrace this shift. They’ll need to move beyond the old models and create environments where lawyers can grow, feel valued, and most importantly, stay true to themselves. This is a time for us to rethink what we want the future of the legal profession to look like. And it starts with supporting those who are brave enough to demand something better for themselves. Sekian. https://lnkd.in/g5D9i7UR
Singapore's Chief Justice concerned about young lawyers leaving profession
channelnewsasia.com
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The journey from private practice to in-house was once a one-way ticket, but in the words of Kate Olgers GAICD - never say never. We've seen law firms recruiting general counsel to their partner ranks. Read her observations from Sydney below. https://bit.ly/3wjeunQ #mlaglobal #inhousecounsel #lawfirms
Private Practice to In-House: It’s No Longer One-Way Traffic
mlaglobal.com
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Survey reveals nearly half of junior associates feel law school did not prepare them for firm life https://lnkd.in/gNP4iSgi #legalrecruitment #legalnews #legalcareers #auslaw #legaljobs #legalnewsaustralia
Survey reveals nearly half of junior associates feel law school did not prepare them for firm life
thelawyermag.com
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Unlock your potential as a law firm associate! 🔑 Our recent blog post shares insights on how to achieve autonomy and responsibility while contributing to your firm’s success. Check it out! 🔗 https://lnkd.in/eumg5Rn8
From Associate to Leader: Mastering the Art of Autonomy in Legal Practice — Onward Recruiting
onwardrecruiting.com
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Young lawyers should embrace ‘innovative thinking’ According to this Lawyers Weekly article, young lawyers need to be thinking outside the box and in more innovative ways – and embracing their “edge”. Read more at https://loom.ly/nmGIcWA. #YoungLawyers #InHouseCounsel #Innovation
Young lawyers should embrace ‘innovative thinking’
lawyersweekly.com.au
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📊 Diversity in Law: People of Color in U.S. Law Firms As of 2022, people of color make up 29.1% of associates in U.S. law firms—a steady increase in diversity at junior levels. However, only 11.4% of partners identify as people of color, highlighting the need for greater representation in leadership roles. Source: 2023 NALP Report on Diversity in Law Firms #DiversityMatters #CMCP #DEI #DiversityInLawStats
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Legal Search Consultant, SeltzerFontaine LLC | I assist attorneys with their career transitions and partner with our employer-clients in achieving strategic growth | Author
5moIt's important for lawyers to take charge of their careers, Stephanie Ankus. If they are not getting the experience they want or need, they need to take steps to change that, even if that means making a move to another firm. That's where the services of a good recruiter--like those who are members of NALSC: the National Association of Legal Search Consultants--can help guide them towards their career goals.