The exit interview rarely reveals the real reason. Top lawyers don’t leave only for higher pay. They leave when leadership stops inspiring, culture becomes political, incentives reward the wrong behaviours, and trust quietly disappears. The firms that dominate the next decade won’t simply recruit exceptional talent. They’ll build places where exceptional people choose to stay.
Retention is no longer an HR issue. It’s the ultimate leadership test.
My latest column in Boardroom Briefings explores why culture, leadership, incentives and trust have become the four pillars of competitive advantage for modern law firms.
