In a recent Lexpert article, Dal Bhathal shared her insights on creating and sustaining high-performing in-house legal teams. Drawing from years of experience and recent findings from the 2024 In-House Counsel Compensation & Career Survey, Dal highlights the critical factors you must address to build a resilient team in today’s evolving profession.
Address the “3R” Realities
- Resignation: Many lawyers are leaving roles due to lack of advancement, high workloads, and insufficient flexibility. Retention strategies must go beyond pay, focusing on acknowledgment, growth opportunities, and equity in the workplace.
- Retirement: Senior lawyers are retiring earlier, but many are open to non-equity partnerships, counsel, advisory positions, or part-time roles. Flexible work arrangements can retain their expertise and reduce workloads on other lawyers.
- Re-evaluation: Post-pandemic, many lawyers have reassessed their priorities, with work-life balance, mental health, and flexibility taking precedence. Employers must integrate these considerations into their retention and recruitment strategies.
Define Clear Objectives
High-performing teams start with clearly defined goals. Align team objectives with organizational priorities and consider the four career phases of individual team members:
- Educational: Provide mentorship, training, and support for steep learning curves.
- Engagement: Offer opportunities for career advancement and recognition to keep confident lawyers motivated.
- Cruising: Re-engage those who feel they’ve hit a plateau by introducing leadership roles, new projects, or mentorship opportunities.
- Disengagement: Address frustrations with a shift in responsibilities, new projects, flexible work options or mental health support to prevent burnout.
Further information on the four phases can be found in our Guide to Going In-House.
Foster a Positive and Purpose-Driven Culture
A supportive, inclusive, and purpose-driven culture is key for attracting and retaining talent. Lawyers increasingly prioritize workplaces that reflect their values and offer a strong sense of belonging. As the saying goes, “culture eats strategy for breakfast.”
Invest in Resources and Technology
Equip your team with the tools they need to succeed. This includes:
- Legal technology that streamlines workflows.
- Training programs tailored to career stages.
- Mental health and well-being support, as burnout remains a key concern post-pandemic.
Adapt to Evolving Expectations
Lawyers today expect flexibility, including hybrid work models that support both personal and professional goals. Address these expectations proactively to attract and retain top talent in a competitive market.
Tailor Strategies for Retention and Development
A one-size-fits-all approach doesn’t work. Customize your approach to recruitment, retention, and professional development based on individual career phases and evolving market trends.
As the new year begins, firms and in-house departments are focusing on building resilient teams to tackle new challenges and seize opportunities. High-performing legal teams need more than technical skills—they require strong career development, a positive culture, and flexibility. To retain and grow talent, legal employers must adapt to market trends and enhance both recruitment and retention efforts.
If you’re considering your next hire or exploring career opportunities, our legal recruitment consultants are here for a confidential discussion.
About the Author
Dal Bhathal is a partner in Caldwell’s Toronto office and a member of the Professional Services Practice. One of Canada’s leading legal talent management experts, she leverages over 25 years’ experience building exceptional legal teams for law firms and corporations, and provides immeasurable expertise, sophisticated analyses, and robust knowledge to clients and candidates.
