Succession planning has become one of the most pressing yet overlooked priorities in today’s law firm landscape. As senior partners edge closer to retirement and client relationships grow more complex, the question looms large: Who’s next in line to lead—and are they ready?
Despite the urgency, many firms still approach succession reactively. According to a 2023 survey by Major, Lindsey & Africa, only 37% of law firms have a formal succession plan in place, and fewer still use data to inform those plans.
What’s missing in most cases? Structured, performance-based evaluation systems that identify, develop, and track leadership potential over time.
Performance reviews—when designed intentionally—do far more than assess past performance. They can become your firm’s most strategic tool for building and strengthening the leadership pipeline.
“Succession isn’t about replacing partners. It’s about preparing people. Performance reviews show us who’s ready—and what they still need to grow.”
— Managing Partner, National Law Firm
The Succession Crisis Facing Law Firms
The legal industry is in the middle of a demographic shift:
- Baby boomer partners are retiring at an increasing rate.
- Many firms rely heavily on a small group of senior rainmakers.
- Younger associates and junior partners often lack clarity on their leadership path.
Without proactive planning, firms risk losing institutional knowledge, disrupting client relationships, and creating leadership vacuums that are difficult—and expensive—to fill.
Succession is not just about the “who.” It’s about the “how.” And that’s where structured performance reviews come in.
How Performance Reviews Fuel Succession Planning
Here’s how performance reviews—when aligned with long-term firm goals—can directly support your succession strategy:
1. Identify High-Potential Talent Early
Standard reviews often emphasize short-term performance metrics like billable hours. But reviews designed with succession in mind evaluate broader capabilities: leadership, client engagement, mentorship, innovation, and cultural alignment.
These reviews surface the quiet stars—those who may not be the loudest in the room but consistently demonstrate leadership behaviors.
2. Track Development Over Time
Succession isn’t a one-time event; it’s a long-term process. Performance reviews provide a structured, documented way to track an individual’s growth, readiness, and gaps over years—not months.
This data helps firms move beyond gut instinct to evidence-based succession decisions.
3. Clarify the Leadership Path
Many firms struggle with retaining top junior talent because future opportunities feel vague. Performance reviews can help formalize the path to partnership or leadership roles, including milestones and expectations at every stage.
This builds loyalty, motivates development, and reduces attrition among high-potential attorneys.
4. Strengthen Leadership Bench Depth
Not every succession candidate is ready today—but they could be with the right feedback and support. Reviews pinpoint skill gaps (e.g., people management, delegation, strategic thinking) and inform individualized development plans.
By the time senior leaders step back, the next generation is already stepping forward—prepared and confident.
What a Succession-Focused Review Looks Like
At Survey Research Associates (SRA), we work with law firms to design evaluation systems that support leadership transitions. Here's what sets succession-oriented performance reviews apart:
Standard ReviewSuccession-Focused ReviewEmphasizes technical skillsIncludes leadership potentialAnnual or ad hocPart of a multi-year development trackOne reviewer (typically a partner)360-degree input from peers, juniors, clientsVague comments on future growthSpecific leadership competencies scoredLacks follow-upIntegrated with coaching, mentoring, L&D
Sample Competencies to Include:
- Ability to develop and maintain client relationships
- Strategic decision-making
- Team leadership and mentoring
- Business development
- Inclusivity and emotional intelligence
- Firm-wide contributions (committee work, DEI, culture)
The Payoff: A Smoother, Stronger Transition
Firms that integrate succession planning into their review process report significant benefits:
- Greater partner buy-in: Reviews make it easier to have open, objective conversations about transition timelines and readiness.
- Reduced leadership gaps: Firms avoid scrambling to fill critical roles when a partner retires unexpectedly.
- Better client continuity: Clients trust firms that clearly communicate who’s taking the lead next.
- More equitable opportunities: Evaluations based on structured feedback prevent favoritism and widen the leadership pipeline.
“We used to choose new partners based on who we ‘felt’ was ready. Now we use four years of review data, peer input, and leadership metrics. It’s a night-and-day difference.”
— COO, Midsize Litigation Firm
Implementation Tips: Building the Right Review System
To make your performance reviews succession-ready:
- Define What Leadership Means for Your Firm
- → Create a competency framework tied to your culture, values, and client expectations.
- Train Reviewers and Coaches
- → Equip partners to evaluate leadership potential and provide meaningful developmental feedback.
- Create Visibility and Accountability
- → Store review insights centrally and ensure leadership tracks are reviewed annually.
- Connect Reviews to Opportunities
- → Use review data to nominate individuals for client transitions, internal committees, and stretch assignments.
- Involve a Neutral Partner
- → Consider working with an experienced firm like SRA to design your process, maintain objectivity, and facilitate conversations.
Final Thoughts: Don’t Leave Leadership to Chance
Succession planning doesn’t start with retirement. It starts with feedback.
Performance reviews—when done right—shine a light on the leaders emerging within your ranks. They provide clarity, opportunity, and development in a way that protects the future of the firm and honors the contributions of those who built it.
At Survey Research Associates (SRA), we help law firms build review systems that are future-focused, equitable, and aligned with long-term leadership needs. Whether you're refining your partner track, building leadership capacity, or preparing for key transitions—we can help.
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