In most law firms, feedback flows in one direction: from senior partners to associates, from leadership to staff. But when those in leadership positions never hear how their behavior is perceived by the people they manage, something important is lost—perspective.
The absence of upward feedback leaves firm leadership blind to the impact they have on team morale, collaboration, and performance. It creates environments where disengagement festers, talent quietly exits, and toxic leadership styles go unchecked.
Upward reviews are one of the most effective ways to correct that imbalance. More than just a feedback tool, upward reviews provide firms with the insight, data, and structure to build a healthier leadership culture from the inside out.
Let’s explore six compelling reasons upward reviews should be a permanent part of your firm’s performance and leadership development strategy.
1. Reduce Costly Associate Attrition
The average cost to replace a mid-level associate can exceed $250,000—including recruitment fees, onboarding, training, and lost productivity. Beyond the financial cost, losing strong associates disrupts client continuity and burdens remaining team members.
In exit interviews, associates often cite leadership issues as a top reason for leaving:
- Feeling undervalued or unheard
- Lack of feedback or development opportunities
- Poor or inconsistent management
Upward reviews help law firms detect dissatisfaction early. By surfacing concerns about leadership behavior before they escalate, firms can retain talent, preserve institutional knowledge, and reduce burnout.
2. Identify Hidden Leadership Strengths and Gaps
Not all great leaders are visible to senior management. And not all poor leaders are obvious until it’s too late.
Traditional performance reviews focus on business development, hours billed, and legal expertise. But these don’t reflect how leaders:
- Inspire trust
- Manage workloads
- Communicate with empathy
- Create inclusive team environments
Upward reviews bring these qualities into focus. They help identify:
- Partners who quietly mentor and retain strong teams
- Leaders who need coaching on communication or inclusion
- Emerging leaders who should be part of succession planning
This data allows firms to align leadership development with reality—not assumptions.
3. Increase Trust and Transparency Across the Firm
Associates want to be heard, and more importantly, they want to see that their input matters.
When firms implement upward reviews and communicate how the results are used to support leadership growth, it builds trust at every level. It shows that:
- Feedback flows in all directions—not just top-down
- The firm values fairness and accountability
- Leadership is willing to evolve
This fosters a culture of mutual respect and reduces the “us vs. them” dynamic that often exists between junior and senior attorneys.
4. Improve Client Service Through Better Team Management
Your firm’s reputation doesn’t only rest on courtroom wins or deal closings—it’s built on how your teams work together every day.
Partners who struggle with leadership—whether through micromanagement, poor delegation, or emotional volatility—create dysfunctional team dynamics. And that directly affects the quality, efficiency, and consistency of client work.
Upward reviews uncover those behavioral patterns, helping you:
- Coach leaders who create bottlenecks or stress
- Promote managers who foster collaboration and accountability
- Build healthier, more responsive teams
Better internal leadership leads to better client experiences. That’s not just good for culture—it’s good for business.
5. Elevate Your Employer Brand Among Law Students and Laterals
The next generation of legal talent is paying attention.
Law students and lateral candidates are increasingly prioritizing culture, work-life balance, and leadership development when choosing where to build their careers. They read Glassdoor reviews. They talk to alumni. They want transparency and accountability.
By using upward reviews, your firm demonstrates:
- A commitment to inclusive and responsive leadership
- A willingness to listen and improve
- A culture where associates are not just seen—but heard
This makes your firm more attractive to high-caliber talent—and gives you an edge in a highly competitive hiring market.
6. Build Long-Term, People-Centered Leadership Culture
Leadership isn’t just about managing people—it’s about setting the tone for the entire firm. That tone can be empowering or destructive. It can lift people up—or quietly push them out.
Upward reviews help firms:
- Normalize the idea that leadership is a skill, not just a title
- Develop emotional intelligence in senior attorneys
- Create long-term systems for accountability, growth, and feedback
Over time, this builds a leadership culture that is:
- Transparent
- Growth-minded
- People-centered
And that kind of culture is the foundation for everything else—retention, client loyalty, innovation, and firm reputation.
Conclusion: A Small System with Massive Impact
If you want your firm to compete in today’s legal market, you need more than smart lawyers and prestigious clients. You need strong leaders.
Upward reviews are one of the simplest and most powerful ways to strengthen leadership and support your people.
They surface what’s working. They reveal what needs attention. And they help firms become the kinds of places where people want to stay, grow, and lead.
Let’s Build a Stronger Culture—Together
At Survey Research Associates (SRA), we help law firms implement upward reviews that go beyond feedback—they drive real behavior change. We design custom tools, debrief leaders, and guide firms through creating the leadership culture they want to be known for.
Visit https://www.srahq.com/ to start the conversation.
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