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5 Ways to Retain Top Legal Talent: Why Employees Stay

By Richard Culberson |

The following article was contributed by Richard Culberson, CEO of Moneypenny & VoiceNation, North America.

The legal profession is evolving rapidly, and so is the workforce driving it. This makes retaining top talent critical to ensuring continuity, quality of service, and avoiding the costs and disruption of frequent recruitment.

According to data from the U.S. Bureau of Labor Statistics, over 47 million Americans left their jobs in 2021 alone, with millions continuing to do so each month. For businesses , this turnover presents both a challenge and an opportunity to understand what employees truly value and how to build a workplace they won’t want to leave.

Here are five steps to guide you in creating a workplace where professionals feel supported, motivated, and committed to growing with your firm.

1. Hire for Culture and Potential

The stakes are high in legal recruitment, and hiring the wrong person can have a ripple effect on morale, productivity, and client relationships. So, let’s slow down and hire right.

Instead of focusing solely on technical skills and qualifications, look beyond the resume for candidates whose values align with your firm’s culture and long-term goals. Diversity of thought and perspective is an asset in all business and adaptability is increasingly important. The first step is to revisit your hiring process to ensure you’re asking the right questions and seeking individuals who can not only excel in the role today but also grow with your firm in the future.

2. Invest in Their Professional Journey

Your people are your greatest assets, and just like your clients, they require attention and investment. You’ve spent time hiring right, now, it is time to invest in your choices, ensuring that they are set up to succeed from day one.

Make their onboarding experience seamless and engaging but also show them the culture and career path you promised during recruitment. Then, continue this thinking beyond the onboarding and provide opportunities for professional development through training, mentoring, and clear advancement pathways.

In the competitive legal sector, demonstrating a proactive commitment to employee growth and well-being is key to retaining top talent, ensuring your team feels valued and supported in reaching their full potential.

3. Foster Engagement Through Purpose

We all know that engaged employees are productive employees, but often it is forgotten that engagement starts with clarity. Do your team members understand how their daily work contributes to the firm’s overall success?

Lawyers are often driven by purpose—whether it’s delivering justice, protecting client interests, or achieving innovative outcomes. So, make it a priority to connect their individual roles to the bigger picture and, in doing so, celebrate their contributions, involve them in decision-making, and foster an environment of trust and open communication.

By aligning their goals with the firm’s mission, you create a workplace where everyone feels invested in the outcomes.

4. Lead with Empathy and Kindness

The legal world is often synonymous with high pressure and long hours, but that doesn’t mean kindness should take a backseat. Empathy and understanding go a long way in fostering loyalty and trust. It is important, therefore, to recognize achievements, whether big or small, and make time to connect with your team on a human level. From writing a personal thank-you note for a job well done to ensuring flexible working arrangements during challenging times, it’s often the little things that make the biggest difference.

Kindness isn’t a sign of weakness—it’s a powerful tool for building a resilient and loyal team.

5. Make Retention a Continuous Process

Retention isn’t a one-time initiative—it’s an ongoing commitment. Law is a people-centered business so embed employee well-being, recognition, and development into the core of your firm’s culture.

Create an environment where your people feel genuinely appreciated, understood, and aligned with the firm’s vision. By doing this, you’ll cultivate a culture of loyalty and stability, where your team thrives—and your clients benefit as a result.

Why Employees Stay

In a profession where your people are your greatest asset, putting them first is essential. A happy, engaged team isn’t just good for employee retention; it directly impacts client satisfaction and the firm’s reputation.

By investing in your employees, fostering connection, and leading with empathy, you can ensure your firm remains competitive, resilient, and ready to face the future with the best team by your side.

About the author

Richard Culberson

Richard Culberson

Commercial

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Commercial Law Firm Corner Special Features Thought Leadership

Should Courts Encourage Litigation Funding?

By Ken Rosen |

The following was contributed by Ken Rosen Esq, Founder of Ken Rosen P.C. Ken is a frequent contributor to legal journals on current topics of interest to the bankruptcy and restructuring industry.

In many Chapter 11 cases, the debtor’s estate holds valuable litigation claims, which can be a key source of recovery. However, pursuing these claims can be daunting when the defendant has substantially greater financial resources. Well-funded defendants may use aggressive litigation tactics to exploit the estate’s limited means.

Unsecured creditors, often receiving only token recoveries, may be hesitant to approve further legal spending. Debtor’s counsel, wary of nonpayment if litigation fails, may also be reluctant to pursue claims. Contingency fee arrangements can reduce estate risk, but they shift risk to counsel—particularly when facing a resource-rich defendant.

To gain creditor support, more than the committee counsel’s confidence may be needed. Litigation funding can bridge the gap. It provides capital to pursue claims without draining estate resources, helping to fulfill Chapter 11’s core goals: preserving going concern value and maximizing creditor recovery, as recognized by the Supreme Court.

Litigation funding is especially valuable when the estate lacks liquidity. It enables the debtor to pursue meritorious claims against stronger opponents, discouraging defense strategies aimed at exhausting the plaintiff through expensive discovery and motion practice.

The Funder’s Evaluation Process:

  1. Legal Merits – Assessing the strength of claims based on facts, evidence, and precedent.
  2. Recovery Potential – Estimating damages or settlement value to ensure adequate return.
  3. Litigation Costs – Forecasting expenses to trial or resolution.
  4. Risk Analysis – Evaluating the defendant’s ability to pay, jurisdictional issues, and delays.
  5. Independent Review –Funders conduct rigorous due diligence before committing capital.

A funder’s involvement serves as a “second opinion” validating the case. Their willingness to invest can bolster confidence in the claim’s merits and justify some estate contribution. It can serve as a soft endorsement of the litigation’s potential value. When a party seeks authorization for litigation funding it should be viewed by the Bankruptcy Court as weighing in favor of approval.

Whether or not funding is obtained, the terms of any arrangement should be redacted/sealed and remain confidential—shared only with the Court and key constituent counsel. The rationale for proceeding without funding should likewise remain undisclosed. Keeping defense counsel in the dark preserves strategic advantage.

Conclusion:

Litigation funding can be a powerful tool for Chapter 11 estates, enabling pursuit of valuable claims, minimizing financial strain, and supporting reorganization efforts. This strategy aligns with Chapter 11’s purpose and can significantly enhance the likelihood of a successful outcome. Key constituents and the court should recognize that.

Commercial Deals

Ramco’s Cristina Soler on the Benefits of Monetizing Arbitration Awards

By Harry Moran |

As LFJ covered yesterday, the availability of legal funding is having a significant impact on the world of arbitration, with funders offering a variety of services from financing the initial claim to supporting claimants through the enforcement of awards.

In an interview with Confilegal, Cristina Soler, CEO of Ramco Litigation Funding, discusses the growing use of award monetization in arbitral proceedings and the increasing adoption of litigation funding both in Spain and across Europe. Confilegal spoke with Soler at the 11th edition of the Open de Arbitraje in Madrid, where she participated in a panel discussion with Emma Morales (Simmons & Simmons), Damian Vallejo (Dunning Rievaman & Macdonald LLP), Carlos Iso (SACYR). Lourdes Martínez de Victoria Gómez (Departamento de Arbitrajes Internacionales), and María Rodríguez (ACCIONA).

In the interview, Soler highlights that the end of any arbitration proceedings is never marked simply with a party obtaining an award, as the enforcement of that award is often a long and expensive process. Soler explains that funders like Ramco can provide support in one of two ways: either by providing the financing to cover the legal costs of enforcement, or through the monetization of an award where it is sold or assigned to the funder for an upfront payment.

Soler emphasises that the main benefits of award monetization are the immediate provision of liquidity to the claimant and the mitigation of any risk involved in the complex enforcement process. She also goes on to explain that award monetization has become more sophisticated with different payment structures available and a growing secondary market where these awards are bought and sold.

More insights from Soler are available in the full interview on Confilegal’s website.

Commercial Legal Innovation

JurisTrade CEO Discusses Litigation Asset Marketplace Opportunities

By Harry Moran |

As LFJ covered in March of this year, JurisTrade launched the first phase of its Litigation Asset Marketplace offering over $70 million in litigation funding opportunities, with the aim of bridging the gap between available capital and active cases in need of financing.

In an interview with Global Finance, JurisTrade’s CEO, James Koutoulas discusses the company’s new marketplace, explaining the benefits it offers to both investors and plaintiffs who find themselves in need of additional funding during a case. 

Koutoulas describes the platform as “the first secondary marketplace for litigation assets”, with the marketplace designed to allow investors to buy and sell these opportunities just like tradeable securities. Koutoulas says that this will generate “two or three turns on these cases”, with the flexibility of this model allowing “investors to pick when they want to come in, like VC investors pick the A-round or C-round.”

Koutoulas also clarifies that the marketplace is not targeting retail investors, as the minimum stake is set at $500,000. Instead JurisTrade’s platform is focused on offering these opportunities to institutional investors and family offices, highlighting that due to the variety of cases “every investment is very bespoke.”