Every successful law firm eventually sees the departure of an influential partner or other key member for one reason or another. Beyond the severed relationships and financial implications, firms must consider and address their key audiences to preserve meaningful external and internal relationships.
This article examines how to best approach high-profile exits caused by lateral moves, retirements and even untimely deaths. Each situation requires a clear understanding of whom, if anyone, the firm should alert and the best way to make it happen.
Who’s Leaving? Who Cares?
The financial implications should not be the sole factor when deciding whether and how to address when someone leaves. Beyond dollars and cents, it is crucial to consider all the people who interact with the departing lawyer.
A firm should respond as quickly as possible if a top billing attorney with multiple client relationships joins another shop. The potential impact on clients’ cases and the firm’s bottom line demands it. Beyond clients, the groups that should not be overlooked include associates, receptionists, paralegals, mail room workers and anyone with firm-based relationships. The goal is to deliver your message before others hear the news through the grapevine.
Well-tailored internal and external communication can address the concerns of clients and coworkers while providing a roadmap for how the firm is continuing its mission and moving forward.
Why Is Your Law Firm Losing a Key Member?
When deciding whether to issue a statement about an exit, the first goal should be determining why the person is leaving. It could be something as simple as a retirement or a more noteworthy departure involving a name partner or leading litigator.
After assessing the “why,” firms must stay within the boundaries of the law and abide by any exit agreements. If a breakup is acrimonious, experience says the high road is the best route.
Sending well wishes to someone who has little good to say in return may not be easy for some, but it is much better to be recognized for looking ahead rather than wailing against perceived past slights. Firms and lawyers who are parting ways should do everything possible to communicate in a forward-thinking tone without casting aspersions.
The good news is that not all departures are confrontational or even controversial. A simple retirement announcement, for example, allows a firm to communicate appreciation and share significant milestones. Doing so provides an excellent message for clients, remaining employees and everyone else involved.
Similarly, a lawyer leaving to join another firm is not automatically a catastrophic event. If the breakup is amicable, congratulating the outgoing attorney shows the confidence and independence most audiences appreciate. It also sends the right signals to potential hires about the firm’s positive culture.
Another scenario that can bring unforeseen responsibilities is the unfortunate event of someone’s death. While honoring the considerations of the deceased’s family, a firm may be called on for comment by clients, employees or the media. Such statements should honor the person’s memory while reinforcing the firm’s commitment to those who work there.
What to Say When a Law Firm Partner Leaves
When issuing a statement about the exit of a vital law firm member, the goal is to be clear and precise. This means acknowledging the situation, answering predictable questions and delivering authentic assurances.
Let clients know if the firm is hiring someone new to fill the departing lawyer’s shoes or turning over their caseload to others. Email everyone at the firm to let them know the attorney is no longer there and how the firm plans to fill the vacancy. Take time to appreciate how others will be impacted and act accordingly.
The best start is a written draft where the firm’s message can be refined to ensure it says precisely what you want others to know. This is especially important in terms of consistency when more than one person communicates on the firm’s behalf. The last thing you want is your managing partner telling a reporter one thing and a receptionist saying something else.
After arriving at an agreed statement, asking someone not involved in the drafting process for their impressions is often helpful. Many well-intentioned and vetted messages unwittingly omit something important. From overlooked misspellings to incorrect dates to needed adjustments in tone, there are many reasons to seek perspectives from those not as close to the situation.
A straightforward message about why someone no longer works there will go a long way toward preventing confusion, mitigating hard feelings and guarding against false speculation. Turning a potential negative into a positive can be easy when you are prepared and apply a well-considered approach.
Bruce Vincent is a legal media consultant at Muse Communications in Dallas. He has represented law firms and solo practitioners in all areas of legal marketing, advertising, and communications for more than 20 years.