The One-Year Countdown: When Associates Leave, the Signs Start Long Before They Quit

By the time an associate gives notice, their decision was made months ago.

It wasn’t the last long night at the office.
It wasn’t the compensation discussion.
It wasn’t even the recruiter’s email that finally convinced them to leave.

They had already been gone…mentally, if not physically…for a long time.

And if you’ve ever felt blindsided by an associate’s departure, you’re not alone. Most firms don’t see the signs until it’s too late. But what if you could?

What if you could recognize disengagement six months before they resigned—and step in so they don’t feel the need to leave?

That’s precisely what I’ve designed my Attorney Retention and Success Program to do. By identifying patterns of disengagement early, I help law firms develop a proactive attorney retention strategy that keeps top legal talent engaged. Because the constant cycle of recruiting and training? It’s expensive, frustrating, and avoidable.

Let’s break down what happens six months, three months, and one month before an associate gives notice and what law firm leaders can do at each stage to improve retention and reduce attorney turnover.

Six Months Before They Quit: The Quiet Shift

What’s happening?

• They’re still meeting expectations, but the spark is gone.
• They stop speaking up in meetings.
• They pull back from firm social events and mentorship programs.
• Minor frustrations that used to be manageable start feeling unbearable.

What law firm leaders see:

• “They’ve been quieter lately, but they’re still doing fine.”
• “They seem a little checked out, but that’s normal, right?”
• “Maybe they’re just stressed with workload.”

What needs to happen now:

At this stage, most law firms do nothing. But this is when a real conversation can make all the difference.

• Check-in with them…not as a lawyer, but as a leader. Ask how they’re doing, what’s working, and what’s not.
• Look for alignment issues. Do they still see a future at the firm? If not, why?
• Address frustrations early. Because minor problems now become major deal-breakers later.

Through my Attorney Retention and Success Program, I conduct confidential interviews with key stakeholders to uncover what associates wouldn’t share otherwise so firm leaders have a clear picture of where things stand and what adjustments can be made.

Three Months Before They Quit: Testing the Waters

What’s happening?

• They’re still working…but they’ve stopped planning a long-term future at your firm.
• They’re talking to recruiters…not necessarily to leave, but to explore their options.
• They’ve lowered their expectations…they no longer believe the firm will address their concerns.
• They’re less responsive…emails take longer, enthusiasm is gone, and they’re just going through the motions.

What law firm leaders see:

• “They seem distant, but they’re still delivering.”
• “They haven’t complained, so I assume they’re fine.”
• “They haven’t mentioned leaving, so they must be staying.”

What needs to happen now:

This is the last real window of opportunity to retain them.

• Talk about their career growth before they stop caring. Have they stopped asking about advancement? If so, they’re likely looking elsewhere.
• Re-engage them with meaningful mentorship. Associates stay when they see a clear, attainable path forward.
• Don’t wait for them to come to you. If you sense disengagement, start the conversation.

This is where the Attorney Retention and Success Program helps firm leaders close the gap.

• I identify disconnects between firm expectations and associate perceptions.
• I help each associate create their own professional development plan that aligns with both their success and the success of the firm.

At three months out, the window is still open. But not for long.

One Month Before They Quit: It’s Already Over

What’s happening?

• They’ve accepted an offer…or they’re about to.
• They’re wrapping up cases and making a quiet exit plan.
• They’re doing the bare minimum…mentally checked out and disengaged from the firm.

What law firm leaders see:

Probably not much. The associate is still there, still working, but just enough to get by. The effort, the commitment, the drive…they’re all gone.

What needs to happen now:

At this point, it’s too late. Once an associate has decided to leave, there’s little chance of changing their mind because the issues that pushed them to this point weren’t addressed months ago.

The solution isn’t scrambling to fix things when an associate gives notice.
It’s about fostering an environment where they never feel the need to start looking elsewhere.

That’s why firms that work with me don’t have to guess if anything is amiss.

Through my Attorney Retention and Success Program, law firm leaders no longer have to rely on exit interviews to find out what went wrong. I provide the tools, insights, and strategies to help firms create a workplace where associates stay engaged and see a future for themselves.

How I Can Help Your Firm Retain Top Legal Talent

I work with law firms to implement proven attorney retention strategies that reduce turnover and create a work environment where associates want to stay and grow.

If you’re ready to stop reacting to turnover and end the frustration of perpetual recruiting and training, let’s talk.