Mishandled partner exits can damage a law firm’s brand and impact directory rankings. Director of Content Anthony Notaras explores how firms can mitigate negativity and why a strong workplace culture is essential.
The impact of partner moves
In law – much like football – senior job changes generate significant buzz. Partner exits are an easy win for legal press coverage, and when multiple partners leave, the consequences can be severe. Since a firm’s greatest asset is its people, the departure of a high-profile partner can appear more damaging than it actually is.
Unlike large accountancy firms, most law firms lack the scale to absorb high-profile exits without repercussions. Some partners also cultivate strong personal brands, making their departures seem like a bigger loss. However, perception doesn’t always reflect reality, and firms can take steps to manage the narrative.
Directories downgrades
Legal directories rely on concrete events to justify rankings, and partner departures are an easy benchmark. While some ranking changes are justified – particularly for one-partner teams – directories sometimes react prematurely, penalising firms more than necessary.
To prevent unnecessary downgrades, firms must take a proactive approach, ensuring their internal structures and external messaging reflect the strength of the team rather than just the individual.
Prehab, not rehab
Rather than scrambling after a key departure, firms should put safeguards in place to protect their rankings and reputation well in advance:
- Biographies – Keep profiles uniform in length and supplement them with recent work examples to highlight the full team’s contributions. Avoid over-emphasising one individual.
- Work highlights – Distribute credit evenly across the team. If one partner leads on the majority of matters, their departure will seem more damaging.
- Referees – Ensure client references are spread across multiple partners to highlight the team’s collective expertise. If a partner already has a top ranking, allocate some of their referees to the next rising star.
- Interviews – Rotate participation in directory research calls. If one partner is the sole voice in these interviews, their departure could mean losing valuable relationships – and rankings.
The bigger picture
A firm’s strength should be defined by its collective expertise, not just star individuals. Firms that emphasise team depth and continuity will be better positioned to weather departures without harming their reputation.
However, successfully reinforcing this message requires a genuine culture of collaboration and mutual respect. Without it, efforts to project stability will feel inauthentic, both internally and externally.
Parting on good terms
Legal journalists and directory researchers can quickly detect whether a partner’s departure is routine or signals deeper issues. Toxic departures – where former colleagues speak negatively – can leave a lasting stain on a firm’s reputation.
By contrast, when partners leave on good terms, they remain positive ambassadors for the firm. Treating people with respect and fairness fosters goodwill that extends beyond rankings, ensuring a firm’s reputation remains strong in the long run.
