Improving Retention of Employees
Guest Post by Rosario Canales and Nikki D Green from Ave Staffing.
Finding the right people to staff your firm can be tedious – and retaining them can be just as difficult. As recruiters, we are very conscious of hiring with intentions of high retention. Firm culture, communication, personality fit, and compensation packages are what have the last words in keeping a great employee in it for the long-haul.
So how do you ensure that your team stays well-staffed and engaged? Here are some methods we often share with our clients that we have found to be highly effective.
Hiring the Right People
This might seem obvious, but proper hiring is the foundation of high retention. If you are in the process of filling vacancies at your firm be mindful of why these vacancies exist in the first place. If there was a resignation or termination, what can you do to make sure history does not repeat itself? Until you address this issue, it will be difficult to prevent it from happening again.
As recruiters, we always encourage the employers we work with to set the bar high when it comes to screening applicants. Keep an eye out for those that go above and beyond. Great cover letters and effective communication skills are qualities that you should look for initially.
Once the candidate makes it to the interviewing phase, be mindful of how well-read they are on the firm itself and how prepared they came to the meeting. Make sure you assess the candidate’s compatibility with the firm with specific questions such as: How do you like to be managed? What motivates you to stay in a company long-term? Questions like this will allow you to gauge whether the interviewee will be a good fit.
Invest in Your Team
Your employees are your firm’s greatest assets. Often, employees leave because they feel undervalued for their work efforts. While this may not be the case for you specifically, it’s important to keep this in mind as you onboard new employees and engage current ones.
Investing in your staff is one of the smartest ways to make them feel appreciated and keep them competitive. As industry events return to normalcy (both virtually and in-person), make sure you encourage staff members to attend them and network.
You should not convince yourself that your team attending conferences and seminars will automatically result in them networking to find new job opportunities. If your staff wanted to leave and find a new job, they would do it regardless. The idea is that you create a company culture that encourages continued training and development. Attending these events will also be a nice break for employees who are constantly in the office.
Additionally, we highly recommend that you enroll some of your employees into online courses for continued legal and paralegal education. Most of your firm will need to fulfill their CPE and/or CLE requirements, so be open to enrolling them into live webinars or on-demand courses. This is especially ideal for those who have busy schedules but can benefit from online training from the comfort of their own home.
Perhaps you have staff that could benefit from improving their billable hours or paralegal management. Be sure to take advantage of courses that can take their skills to the next level. Although your staff has the credentials to practice what they do, their previous education and training can become dated or limited. Keep them competitive by giving them the resources to stay well-informed and educated.
Create an Environment for Growth and Collaboration
Aside from compensation, why would you want to work at your firm? Your team is looking for a career, not just a job. Being mindful of the environment they work in. Collaboration is extremely important. Law firms are known for being high-stress, and it can certainly take a toll on its team. Does your staff feel comfortable sharing ideas with management? Does management make the effort to praise superior performance? Both things go hand in hand and are crucial for an environment that promotes growth.
One of the most common complaints we hear from attorneys, paralegals, and other legal professionals that leave firms is that their workplace isn’t collaborative. So, what do you do to prevent this from happening? Encourage your staff to share ideas on improving efficiency. Ask for their constructive feedback with existing management. Learn what their career goals are and what you can do to help them get there within your firm.
In Conclusion
Historically, the firms that we have worked with that have the highest retention rates are the ones that have the highest company morale. Trusting their employees and providing them with the resources to succeed are key takeaways for all firms.
Don’t wait for there to be high turnover to strategize boosting retention. Even well-staffed law firms can benefit from being proactive instead of reactive. Regardless of where your firm is, you can certainly boost your retention rate with the right approach.
Watch Nikki D. Green’s recent NCBA CLE program on demand: Job Searching for Paralegals During the Pandemic and What You Need to Know