汤森路透近期发布了最新“律所去留报告”（Law Firms Stay-Go Report），为希望提升自身人才策略的律所提供了一系列最佳实践及关注重点。
研究者调研了美国超过160家中型及全美最高营收律所。在人才流失率中排名前25%的被标记为“走人所”（go firms），排名后25%的则被标记为“留人所”（stay firms）。
留人所在员工留用、财务状况上表现更佳。过去两年他们的员工数量增长了近7%，走人所的员工数量则出现1%的下滑。财务表现方面，留人所2021年的平均服务小时为1754，走人所为1698小时。
成功秘诀
业界普遍认为高薪是决定律师去留的关键，该报告则表明事实并非如此。
研究者对900位普通律师进行调研，希望知晓决定他们去留的因素。选择留下的律师通常会提及他们良好的同事关系、律所文化、业务质量，以及律所提供灵活办公的可能性。这些因素的重要性都高于薪资：只有9%的人认为薪资是最重要的。
也因此，留人所的律师平均薪资实际上比走人所更低。
此外，留人所的律师对所在律所的满意度更高，包括他们是否得到了公平对待、是否能够“做自己”、律所管理情况、奖金及薪资制度，以及职业及个人成长机会是否充裕。他们对于支持性功能，如IT、财务、市场及创新的满意度也更高。
“报告表明，如今的律师在不断寻求管理层释放的‘信号’，以决定自身去留。如果一家所只能提供高薪，而不关心员工的长期隐忧，或长期职业诉求，那么员工也会很快就去留做出决定。”该报告研究者指出。
您可点击此处下载阅读完整报告。
Thomson Reuters’ new report indicates key factors beyond money for law firms to win talents
Thomson Reuters has published a new "Law Firms Stay-Go Report", offering practices and areas of focus for those law firms looking to improve their legal talent strategies in today’s market.
Researchers looked at a cross section of more than 160 mid-sized firms and the highest-grossing U.S. law firms. Firms with attrition rates in the top 25% were dubbed “go firms.” Those in the bottom 25% for attrition, with an average turnover of just over 6% last year, were called “stay firms.”
Stay firms have better performances in regard to talent retention and financial results. They increased their average lawyer headcount by nearly 7% over the past two years, while go firms saw headcount decline more than 1% during that time. Stay firms also outperformed go firms financially, with higher growth in demand. And lawyers at stay firms billed an average of 1,754 hours in 2021, compared to 1,698 at go firms.
RECIPE FOR SUCCESS
While it may be a commonly held belief in the industry that compensation alone determines which lawyers will stay where, the report illustrates how lawyer compensation was just one aspect of strong stay firms.
The researchers surveyed 900 law firm associates about the factors that could drive them away from their current firms. Those likely to stay most frequently cited their colleagues, their firm’s culture, the quality of their work, and the availability and desirability of flexible working practices as higher favorability drivers than their level of compensation. Only 9% said compensation was the biggest draw.
Therefore, average associate compensation at stay firms actually lagged behind that of their go firm counterparts.
Moreover, lawyers at stay firms expressed higher levels of satisfaction with their current firms in such key areas as being treated fairly, ability to be one’s self, firm management, reward and compensation, and opportunities for career and personal growth. They also expressed higher levels of satisfaction with support functions such as IT, finance, marketing, and innovation.
“The report demonstrates that lawyers at today’s law firms are looking for signals from their law firm management as to whether they should stay or go. And today’s lawyers can and will likely decide rather quickly whether remaining at a firm that offers a higher paycheck but little else will solve their longer-term concerns and address their long-term career aspirations.” says the author.
You can check the full report from here.
