Many lawyers in South Africa have long been making the move from private practice to in-house roles. This transition is driven by several factors that align with evolving career goals, personal values, and professional development. This article examines a few key factors contributing to the growing popularity of the shift from private practice to in-house roles in recent years. It also provides suggestions on how best to combat this migration through some easy-to-implement preventative measures.
Work-Life Balance and the Billable Hour
One of the primary reasons lawyers are making the switch to in-house roles is the desire for a better work-life balance. In private practice, particularly within large law firms, lawyers often face the pressure of meeting stringent billable hour targets, which can lead to long working days, weekends, and difficulty balancing work with personal life, especially for those with family commitments. This intense pressure can become unsustainable, prompting many to seek a more predictable and manageable schedule.
In-house roles, by contrast, typically offer more control over working hours and a less rigid focus on timekeeping, fostering a work environment that is both less competitive and less stressful. This shift allows legal professionals to escape the high-pressure culture of private practice, offering a more balanced and collaborative atmosphere that supports both personal and professional growth
Broader Business Engagement
Another attractive factor is the opportunity for broader business engagement. In-house roles provide lawyers with the chance to work closely with different departments, contributing to more strategic decision-making and gaining a deeper understanding of the business as a whole. This exposure enables lawyers to move beyond the day-to-day transactional work common in private practice and become integral to a company’s operations. For many, the potential to shape business outcomes and advance to senior roles like General Counsel offers a compelling career path that private practice does not always provide.
A Better Fit for Working Parents
For working parents, especially new moms, in-house positions can be particularly enticing. The flexibility and predictability that in-house roles often provide are usually key factors in making the transition. The structure of in-house positions generally allows for more manageable hours and greater control over workload, making it easier to balance family responsibilities. Many in-house companies also offer family-friendly policies, including flexible working hours, paid parental leave, and the possibility of remote work, making it easier for working moms to thrive both in their careers and personal lives.
How Can You Retain Top Talent in Your Firm?
Now that we have discussed a few reasons why legal professionals are choosing to depart from private practice, below are some helpful suggestions on best practices to retain talent at your firm –
Mentorship Programmes – mentorship programmes are an excellent method to encourage particularly junior talent to remain in practice. Mentorship programmes aid in professional development and foster trust between junior and senior colleagues, and also encourage a sense of belonging in the firm.
An Inclusive Workplace – having a workplace reflective of the demographics of its country of origin is a crucial, and oftentimes overlooked, aspect of firm culture. It has even more significance and value to the younger generation, who place more emphasis on workplace culture and companies’ diversity, equity, and inclusion policies.
Engaging Work – providing your employees with work that is stimulating, challenging, and grows them as a professional is a surefire way to encourage long-term investment in your firm. If young attorneys are given exciting and captivating work, not only will it help in their professional development and help identify future leaders within your organisation, but it also inspires commitment and dedication to their work and the firm.
Recognition and Rewards/Incentives – one of the common types of feedback we receive from legal professionals, particularly from junior to mid-level, is the lack of recognition for the efforts they put into their work and in to meeting their targets. Having transparent and attainable directives in place for employees to receive rewards for their efforts is imperative to fostering an environment of satisfaction and collaboration. Other non-pecuniary ways to achieve this are simply positive feedback or publicly acknowledging your employee’s hard work.
Work-life Balance – encouraging a work-life balance and flexibility where possible is a great and a proven effective way of improving employee morale, reducing burnout, and increasing job satisfaction. It’s important that young legal professionals still feel that they are valued as human beings as a whole, and not just as employees in a company.
Conclusion
The shift from private practice to in-house roles in South Africa is more than just a trend - it’s a response to the changing needs of legal professionals who seek a more fulfilling and sustainable lifestyle. Retaining top talent in a law firm requires a multifaceted approach that addresses both professional and personal needs. It is important to create an environment where employees feel valued, stimulated, and motivated. Implementing these preventative strategies will not only enhance job satisfaction but also build a loyal and committed workforce, ultimately ensuring the long-term success of your firm.
Find out more about your salary and compensation, download the Robert Walters Salary Survey.
