The legal industry has long celebrated intellect, pedigree, and performance. But when high-achieving attorneys are promoted into leadership roles, many are handed responsibility without guidance—and without training.
The result? Leaders who are exceptional at legal work but struggle with managing people.
At Survey Research Associates (SRA), we’ve reviewed upward feedback from thousands of associates, uncovering patterns that point to a critical truth: poor leadership is one of the biggest threats to law firm culture, performance, and profitability.
These red flags aren’t just frustrations—they’re predictors of attrition, disengagement, and client dissatisfaction. And the longer they go unchecked, the harder they are to fix.
Below, we break down seven of the most common leadership red flags in law firms—plus what your firm can do to address them before they cost you your talent and reputation.
1. Micromanagement
Impact: Kills autonomy and trust. Associates feel watched, second-guessed, and stifled. They begin to disengage or look for more empowering environments.
What It Looks Like:
- Reviewing every email before it goes out
- Reassigning work that was already delegated
- Constantly checking on timelines without offering support
Why It Happens: Many attorneys become leaders without training in delegation. Their high standards and fear of mistakes lead them to hover, often unintentionally.
What to Do:
- Offer training on delegation best practices
- Set clear boundaries and expectations around autonomy
- Reinforce a culture of trust where leaders measure outcomes—not micromanage processes
2. Lack of Feedback
Impact: Stalls development. Associates operate in a vacuum, unsure of how they’re performing or how to improve. Frustration builds. Growth stalls.
What It Looks Like:
- Feedback only happens when something goes wrong
- Vague or conflicting messages about performance
- No structured check-ins or reviews
Why It Happens: In fast-paced environments, feedback gets deprioritized. Many leaders feel awkward delivering feedback or assume no news is good news.
What to Do:
- Introduce structured feedback loops with regular intervals
- Normalize giving real-time praise and redirection
- Train leaders on how to deliver feedback constructively and consistently
3. Inaccessibility
Impact: Creates a culture of fear, confusion, and disconnection. Associates hesitate to ask questions or flag issues. Small problems snowball.
What It Looks Like:
- Leaders who are physically present but emotionally or intellectually absent
- Weeks between meaningful conversations with team members
- No clear point of contact for guidance
Why It Happens: Leaders are stretched thin and prioritize client work over team connection. They may underestimate the visibility and availability associates need.
What to Do:
- Schedule regular one-on-ones with every direct report
- Make yourself reachable—even virtually—through open-door policies or Slack/Teams check-ins
- Reinforce the message: “If you’re stuck, I want to know.”
4. Favoritism
Impact: Undermines morale, equity, and team cohesion. Associates begin to compare work allocation and feel resentful.
What It Looks Like:
- The same people get the most visible or high-value assignments
- Informal “favorites” are treated differently
- Others feel invisible or sidelined
Why It Happens: Bias—often unconscious—leads leaders to gravitate toward associates they trust, like, or have history with.
What to Do:
- Track work allocation and client exposure across the team
- Rotate opportunities intentionally
- Use objective criteria for task assignments and performance evaluations
5. Unclear Expectations
Impact: Associates underperform—not because they lack ability, but because they lack direction. Stress and frustration spike. Promotions feel arbitrary.
What It Looks Like:
- Vague feedback like “do better” or “be more proactive”
- Confusion about what it takes to advance
- Mixed messages from different leaders
Why It Happens: In the absence of role clarity, associates are left to guess. Partners may assume expectations are “obvious.”
What to Do:
- Create detailed role descriptions at each level
- Define success metrics for performance and promotion
- Encourage leaders to set clear expectations during onboarding and throughout projects
6. No Accountability
Impact: Poor leadership goes unchecked. Toxic managers continue leading teams. Associates leave. Culture suffers.
What It Looks Like:
- Leaders with high billables but poor team feedback are still promoted
- Complaints about certain leaders are dismissed or ignored
- Leadership performance is never evaluated
Why It Happens: Law firms have historically valued revenue generation over people management. Leaders aren't held to account for their impact on team morale.
What to Do:
- Integrate upward feedback into evaluations and promotion decisions
- Use 360° reviews to assess leadership behavior
- Offer coaching for leaders who need to grow—don’t just sweep it under the rug
7. Ignoring Inclusion
Impact: Diverse talent feels unsupported, undervalued, or excluded. The firm loses out on perspectives, creativity, and future leadership.
What It Looks Like:
- Interruptions and dismissals in meetings
- Lack of diverse voices in leadership or decision-making
- “One-size-fits-all” approach to career development
Why It Happens: Inclusion often isn’t prioritized or measured. Many leaders aren’t trained in inclusive behaviors or language.
What to Do:
- Offer training on inclusive leadership and communication
- Track inclusion outcomes and engagement by demographic group
- Create forums for diverse attorneys to share feedback and experiences
Conclusion: Spot the Patterns, Change the Culture
These red flags don’t always show up in reports or spreadsheets. But they show up in turnover, disengagement, and missed opportunities. If your firm isn’t actively surfacing and addressing these issues, you risk losing your best people—and falling behind.
At SRA, we help law firms identify and address these issues early. Our upward reviews, 360° feedback systems, and leadership coaching programs are designed to create cultures where attorneys can thrive—not just survive.
Because great law firm cultures aren’t built on billables.
They’re built on leadership.
Want to Know What Your Associates Aren’t Saying Out Loud?
Let’s talk about how SRA can help your firm uncover hidden red flags—and create a leadership culture built on trust, accountability, and inclusion.
Visit https://www.srahq.com/ to get started.
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