Law Firms Need 1:1s (Even If You Hate Them)

Are you worried about employees leaving in Q1 of 2025?

You should be! 2025 is shaping up to be a great year for people to find new jobs. We think it is going to be a candidate’s market, which means there will be a growing importance to retain the A+ players in your firm.

Lawyers, Paralegals, and Admins are tough to find so let’s make sure that we retain them the best we can.

How can you make sure your employees aren’t job shopping?

One effective strategy is implementing weekly (or bi-weekly) one-on-one meetings (1:1s).

I know, I know—more meetings may sound like the last thing you want or have time for. But what if I told you that investing 15 minutes per week with each direct report could save you time, reduce headaches, and significantly boost employee engagement and retention? If you are still rolling your eyes, this next statistic is for you:

“Research from Gallup found that employees who have regular one-on-one meetings with their manager are almost three times as likely to be engaged as those who don’t.”

So if you are rolling your eyes at your law firm needing 1:1s, know that it can affect your bottom line. Then, 15 minutes does not seem so painful after all…

The Five Simple Questions to Ask Your Direct Reports

A lot of our clients say to me, “I know I need to meet with my people or my managers need to, but what could we possibly talk to them about every. single. week?? Here are five questions we suggest and you should ask them every time. This will mean your employees know what to expect each week, and so do you.

1. What are two things you accomplished last week that you consider successes?

2. What are two challenges you faced last week?

3. What can I (as your manager) help you with?

4. What was the top task, duty, or activity you enjoyed most last week?

5. Open forum: Is there anything you’d like to discuss, or anything I need to share with you?

That’s it. So simple.

Key Rules for 1:1 Success

If you want a successful 1;1, try these key rules to make sure you are consistent and doing them the right way.

1. Listen more than you talk.
   This is their time to share, so let them lead the conversation.

2. Give your full attention.
   No phones, no laptops—undivided attention shows you value them.

3. Avoid performance reviews.
   This is not the time for evaluations; focus on connection and support.

4. Don’t cancel these meetings.
   Skipping them sends a clear message: “You’re not important.” Consistency is key.

5. Keep it short.
   Stick to 15 minutes. It’s enough to check in without feeling like a burden.

6. Track their highlights.
   Note what they love about their work each week. Over time, this insight helps you align their responsibilities with their strengths and passions.

Try it in 2025!

What do you have to lose? 15 minutes a week—but the potential gains are enormous.

Your lawyers, paralegals, admins, and even your managers may thank you. You never know, it could transform your team culture and even change you as a manager.