According to a recent roundtable of law firm chief talent officers, issues around talent management still remain at the top of many CTOs' minds
Recent feedback from chief talent officers on their top issues — beyond their law firms’ economic concerns, of course — illustrated how the challenges of how best to offer their top talent reward structures beyond compensation and career paths beyond partnership continue to plague law firm leaders.
In the aftermath of the pandemic, law firm employee expectations have evolved to include the desire for more flexibility, expansion of career mobility options, the willingness to draw boundaries around personal time, and the need to continue the culture of care that began in the immediate days following the sudden work-from-home mandate in March 2020.
During the most recent chief talent officer (CTO) roundtable, an open discussion with 25 participants from law firms earlier this year, participants described how their law firms are addressing these challenges.
The first action recommended by CTOs is collecting feedback from associates and lawyers regularly through one-on-one meetings. The purpose of these meetings gives the law firm the opportunity to: i) check in with each employee on how they are doing; ii) ask each individual what they need; and iii) explore how each person feels about their career development.
Investing time in meeting one-on-one with...
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