Beyond the First Week: Cracking the Code to Onboarding
Settling into any new role takes time. Even experienced attorneys or legal professionals with years of practice in similar law firm environments can struggle when faced with new processes, firm policies, and team dynamics. That’s why law firm leaders and hiring managers must invest in effective onboarding processes to streamline the path to productivity.
Implementing the right strategy for an experienced associate's first 90 days at your firm doesn’t just ensure you get the most value out of your new hire quickly—it’s also crucial for retaining top legal talent in a competitive market.
A well-structured onboarding process focusing on cultural integration, clarity of expectations, and professional development during the first three months helps forge the foundations of a positive relationship between associates and the firms they support. Unlike entry-level attorneys, experienced associates bring substantive legal skills to the table, but they still need guidance to understand the nuances of your firm’s work styles, expectations, and culture.
Here’s how you can set your new experienced associate up for success during their first 90 days with your firm—and beyond.
The Importance of Onboarding and Development in Law Firms
In the legal sector, turnover rates, particularly among associates, are significantly higher than the broader workforce. For example, associate attrition reached a historic high of 26% in 2021, before improving to 20% in 2022 and 18% in 2023 (source: NALP Foundation). These figures underscore the critical importance of a robust onboarding process to enhance retention, minimize disruption, and build a foundation for long-term success.
Most law firms have a basic onboarding and orientation process in place for new hires. However, a significant gap often emerges after the first week on the job. Many firms lack structured check-ins or ongoing support programs to ensure new hires remain engaged and on track. This creates missed opportunities to integrate associates into the firm’s culture and workflows, often leading to disengagement and attrition.
A thoughtful and extended onboarding process allows associates to:
Build strong foundations in your practice.
Quickly gain clarity on firm expectations and work styles.
Develop relationships with partners and colleagues.
Feel supported and valued beyond the initial orientation.
The First 90 Days: Building Your Onboarding Roadmap
The elements of a successful onboarding strategy will vary depending on the associate’s practice area and your firm’s specific needs. However, the following roadmap provides a strong starting point to ensure onboarding extends beyond the initial orientation phase.
Pre-Arrival Preparation (Days -30 to 0)
Most firms already excel in pre-arrival preparation, but a refresher never hurts. A powerful onboarding experience begins before your new associate’s first day. Once they accept your offer, take steps to prepare:
Create a personalized onboarding plan: Focus on helping the associate understand the unique culture, workflows, and expectations of your firm. Outline key milestones and strategic goals for their first few months.
Set up their workspace: Ensure their office or workspace is ready, with any necessary technology (e.g., laptop, software access) and supplies prepared in advance.
Assign a mentor or buddy: Pair your new hire with a senior associate or partner who can guide them through firm-specific expectations and help them navigate practice group dynamics.
Pre-arrival communication: Send a welcome email with details about their first day, firm policies, and an overview of the onboarding process.
The First Week (Days 1-7)
Many law firms handle the first week well, offering robust orientations and a warm welcome to their new hires. Think of this section as a chance to double-check your process and fine-tune the details. Focus on creating a welcoming and supportive environment:
Day 1 orientation: Introduce the new hire to the team, give a tour of the office, and provide an overview of key resources such as document management systems or case databases.
Set clear expectations: Discuss work styles, the preferred methods of communication for partners and supervising attorneys, and immediate responsibilities. Focus on setting realistic and actionable goals.
Initial training: Provide insights into the nuances of firm processes and protocols rather than emphasizing basic legal skills.
Check-ins: Conduct daily or regular meetings with the hiring manager or mentor to ensure they feel supported during their transition.
Weeks 2-4 (Days 8-30)
After the first week, it’s essential to maintain momentum and provide ongoing guidance:
Structured check-ins: Schedule weekly one-on-one meetings to discuss progress, clarify expectations, and address any challenges.
Cultural integration: Provide opportunities to observe and participate in the firm’s unique working styles—for example, sitting in on strategy sessions or shadowing different partners to understand their preferences.
Introduce key projects: Assign meaningful, manageable tasks that provide insight into the firm’s priorities and allow for productive contribution.
Encourage relationship-building: Arrange informal lunches or team-building activities to strengthen their connection with colleagues and foster collaboration.
Feedback session: Schedule a review at the end of the first month to discuss their progress, address any uncertainties, and adjust their roadmap if needed.
Month 2 (Days 31-60)
By the second month, your new hire should feel more comfortable in their role, but it’s crucial to keep providing support:
Increased responsibility: Assign more substantial tasks that align with their expertise while remaining available for questions and feedback.
Goal-setting: Work with the associate to refine their goals based on their progress and the firm’s broader objectives.
Observation and mentorship: Provide opportunities for the associate to observe high-stakes meetings or court appearances to deepen their understanding of the firm’s strategic approach.
Active participation: Encourage involvement in client-facing projects, firm meetings, and networking events.
Midpoint review: Conduct a formal feedback session to evaluate performance and refine the onboarding plan.
Month 3 (Days 61-90)
In the third month, focus on solidifying the associate’s role within the firm and setting them up for long-term success:
Complex projects: Assign more challenging cases or responsibilities that align with their expertise and allow them to demonstrate initiative.
Deepening relationships: Facilitate introductions to key clients or senior leadership within the firm.
Professional development: Discuss long-term aspirations and create a tailored professional growth plan.
Comprehensive 90-day review: Reflect on their accomplishments, identify areas for improvement, and set clear goals for the next 90 days.
Onboarding feedback: Solicit their input on the onboarding process to refine your approach for future hires.
The First 90 Days: Best Practices for Law Firms
Here are key tips to enhance the onboarding process:
Maintain open communication: Schedule regular check-ins to clarify expectations and address concerns.
Personalize the experience: Tailor onboarding based on the associate’s role, practice group, and career goals.
Focus on firm culture: Help associates understand the unwritten rules, work styles, and expectations unique to your firm.
Extend onboarding beyond the first week: Ensure ongoing check-ins and structured support are in place well after the initial orientation.
Act on feedback: Continuously improve the process based on input from new hires.
Master the 90-Day Onboarding Process
The first 90 days represent a critical window to integrate, support, and empower your experienced associates. It’s not just about helping them adapt to your firm’s workflows—it’s about creating a foundation for mutual success. By emphasizing clarity, cultural integration, and ongoing communication, you can ensure that your new associates feel confident and valued.
Remember, a thoughtful onboarding process isn’t just a strategic investment in your associates; it’s an investment in the future of your firm. Associates who feel supported and aligned with the firm’s goals are more likely to contribute meaningfully, stay longer, and help drive the firm’s success in a competitive industry. Set the tone now, and the long-term benefits will follow.
