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Bianca Moreiras, CEO
One thing is certain: A well-designed and well-managed mentoring program can have a major positive impact upon the career-development and retention of associates.
But studies show that many mentoring programs fail to achieve their goals of reducing either turnover rates or cost:
- Over 45% of new associates leave their firms by their 3rd year
- The top 400 law firms lose over $9 billion annually due to turnover
What can partners and firms do to immediately improve the mentoring experience and play a more effective role as mentor? What steps can you take to make the mentoring program more useful and relevant to associates? What best practices are working now for other law firms?