TRAINEES
The evidence is clear - trainee academic credentials and technical training are not enough to indicate sustainable high-performance within the legal profession.
Recent research highlighted HR, L&D and partner concerns about the notable gap between trainees’ qualifications and the intrapersonal skills necessary for success in the legal industry.
SUPERVISOR TRAINING
A key theme throughout the SRA’s report on workplace culture is the integral role supervisors play in shaping mental health culture. Echoing research by Gallup and Deloitte, the SRA report also suggests that subpar supervision not only contributes to a culture of poor mental health, but one that undermines engagement, retention and, ultimately, the profitability and competitiveness of your firm.
LEGAL SUPPORT TEAMS
At a time where 74% of firms are facing increased pressure from clients to ensure work is completed in the most cost-effective manner, legal support teams continue to play a crucial role in driving your firm's performance, competitiveness and profitability. However, this group has faced a number of challenges in recent years and 53% of firms have reported an increase in support staff attrition in the last 12 months.
NQ LEADING LAWYERS
The current talent retention problem in the legal sector has escalated into a costly salary war between firms, with top of the market NQ salaries tipping £179,000.
One of the many consequences of mass movement in the sector is that firms are struggling to fill mid-level associate positions, and both junior lawyers and senior leaders are overburdened as a result - all of which is compounding the retention and mental health crisis.
SOLICITOR APPRENTICES
From a social mobility and diversity perspective, the changes to entry opportunities into the legal profession have been both a necessary and welcomed move. The next generation of lawyers are vital to the future success of your firm, and solicitors from a broad spectrum of backgrounds only heightens a firm's performance and profitability long term.
However, when changes are made in an industry which is traditionally known as less than progressive, it is vital that due consideration is given to the structures in place to ensure these individuals can integrate into the sector and their firm, and thrive in their roles.
