As law firm leaders, you’ve probably felt the frustration when things just aren’t clicking with an associate. They have the potential, they’ve got the skills, and you’ve put time and resources into recruiting and training them—but somewhere along the way, things go off track. Often, they leave without having given you the heads-up that there was an issue.
If they had communicated earlier, you would have had the opportunity to address the problem before it became a deal-breaker. Instead, you’re left wondering why they didn’t feel comfortable voicing concerns or how you could have stepped in sooner. It’s a cycle that’s frustrating, draining firm resources and morale. And while miscommunication may not be completely avoidable, perpetual frustration doesn’t have to be the norm.
With five generations navigating the workforce, there are bound to be differences in communication habits, work styles, and expectations. This is compounded when performance expectations aren’t clearly communicated—or understood. Both sides operate on assumptions, which leads to misalignment, disengagement, and, eventually, turnover. But frustration doesn’t have to be the default. There’s a better way.
Solution: Set Clear Expectations, Offer Ongoing Feedback, and Provide Meaningful Mentorship
Here’s how to shift from frustration to clarity and create an environment where people stay and thrive:
- Set Clear, Actionable Expectations from the Start
Before an employment offer is even extended, the candidate needs to fully understand the expectations around performance, responsiveness, workload, and what success looks like at your firm. Hiring decisions should be based not just on skills but on alignment—making sure both the firm and the associate have a shared understanding of what’s required and how they’ll work together. When expectations are explicit from the outset, both sides buy-in and can move forward with clarity, reducing misunderstandings down the line. - Create Regular Check-Ins and Feedback Loops
Miscommunication builds over time. Without regular conversations, minor issues turn into major disconnects. Frequent feedback helps everyone stay on the same page—giving associates a chance to course-correct and leaders the opportunity to provide guidance. And this isn’t just top-down feedback—encourage associates to initiate discussions to help minimize surprises. - Offer Meaningful Mentorship
Mentorship isn’t just about professional guidance—it’s about making sure associates understand how their success connects to the firm’s success. A strong mentorship program helps bridge generational differences in communication and work expectations, reinforcing performance standards while also supporting associates in navigating firm culture, career progression, and the realities of the profession. When people feel like they belong and understand how to thrive in their environment, they stay. And when they have guidance on how to succeed, they contribute at a higher level.
Why it works:
When expectations are clear, feedback is consistent, and mentorship is purposeful and meaningful, associates feel supported and valued. Misalignments are caught early, reducing unnecessary frustration and making retention a natural outcome—not a constant struggle.
By addressing potential issues before they become problems, you prevent the ongoing cycle of unexpected departures and wasted effort. Instead, you create a firm where people know where they stand, feel confident in their future, and see their success as part of the firm’s success.
Frustration doesn’t have to be part of the job. Clear expectations, frequent substantive conversations, and meaningful mentorship turn retention from a problem to a strength. And when they stay, the firm becomes more cohesive, more productive, and more successful.