How to Ramp Up Your Retention Efforts for 2023

By Jamy J. Sullivan, J.D.,
Robert Half 


With more than 4 million employees still voluntarily quitting their jobs each month, it’s unclear when the Great Resignation might start to wind down. In fact, a recent Robert Half survey showed that 46% of workers plan to look for a new role over the next six months — up from 41% in mid-2022. 
This uptick in professionals seeking to leave their companies for greener pastures means that managers in the legal field must double down on retention efforts if they want to keep top performers in place. Here are five tips for keeping your most valued team members happy, engaged and away from competitors. 

1. Make sure your compensation packages are competitive 

Legal professionals want to be fairly compensated for their work, and the more value they bring to your organization, the more they’ll expect to be rewarded. Use resources like the Robert Half Salary Guide to regularly review and benchmark your salary and benefits packages against industry standards and other firms in your area. If it improves your retention rate, the cost of paying professionals above the market average may be balanced by savings in areas like recruiting, onboarding and training.  

2. Commit wholeheartedly to flexible work arrangements 

Firms that regard flexible work as a special perk may struggle to compete with those that see it as a win-win for both employers and workers. While they expect to work hard, legal professionals are also conscious of the risks of burnout, so an organizational culture that actively promotes well-being and work-life balance is likely to elicit loyalty. Furthermore, employees who control their schedules can focus on the tasks that matter most and complete them more quickly and efficiently, increasing your team’s overall productivity. 
Note that giving your team more autonomy sometimes requires more hands-on management at first. Make sure employees have the tools and support they need to succeed in their flexible work arrangements. This could include access to online training, mentorship programs and other resources.  

3. Provide opportunities for growth and development 

A culture of learning and development incentivizes employees to stick around and develop their skills within your organization. In addition to programs like on-the-job training, in-house seminars and formal education, offer team members additional responsibilities and challenges. This can create a sense of ownership and help employees feel more invested in the firm’s broader mission.  
Upskilling and special assignments are most effective when tailored to individual needs, so ensure team members have access to career guidance and feedback. Many managers are opting for continuous performance reviews over annual ones. Frequent feedback allows legal professionals to assess progress toward their goals in real time instead of waiting for a yearly report. Regular reviews also help improve communication between employees and their managers, building trust and creating a more collaborative environment for both parties.  

4. Show appreciation for your employees 

Formal recognition programs, such as employee of the month or quarterly awards, aren’t suitable for every organization. Still, all managers can generate loyalty by taking the time to let employees know that their work is valued. If you already celebrate employee milestones and remarkable individual or team achievements, consider focusing on less traditional areas for recognition. These include the ability to manage change, client retention, morale building and actions that reflect the firm’s core values.  

5. Promote open communication and transparency 

Employees who feel in the dark about decisions or organizational changes will quickly become disengaged. Keep information flowing through regular team meetings where everyone can communicate their ideas, ask questions and offer feedback. Begin each session by informing your team of any companywide decisions or policy changes so they have ample opportunity to voice concerns. An employee resigning because they don’t like your firm’s direction is a far better outcome than multiple employees resigning because that information was unavailable to them. 

High staff turnover is a challenge all legal employers must face head-on. By taking proactive steps to foster a supportive and dynamic work environment, you can help ensure that your most valuable legal professionals stay with your firm and continue contributing to its success. 

Jamy J. Sullivan is executive director of the legal practice at Robert Half, the world’s first and largest specialized talent solutions firm. Robert Half offers contract, temporary and permanent placement solutions, and is the parent company of Protiviti®, a global consulting firm. Visit