Culture is often overlooked when choosing a law firm, but it can be a good indicator of performance and risk.<\/p>\n\n\n\n\n\n
Faced with a busy market, choosing a law firm is a significant, but vital, challenge for general counsel. But there is another, often overlooked criterion that firms may miss that increases the overall risk of their partnership.<\/strong><\/p>\n\n\n\n Typically, law firm selection criteria include technical expertise, reputation, cost structures and responsiveness. And these are all extremely important when trying to choose the right legal services provider for your business.<\/p>\n\n\n\n But when considering what are the key factors in choosing a law firm, culture is rarely treated as a priority. After all,\u00a0what difference does it make how\u00a0your\u00a0law firm runs internally?\u00a0<\/p>\n\n\n\n Yet culture \u2013 specifically motivation, retention and stability \u2013 is one of the clearest indicators of how a legal team will perform under pressure. And that means culture plays a massive part in risk reduction for your organisation too.<\/p>\n\n\n\n\n\n State of the US legal talent market 2026<\/em><\/a><\/p>\n\n\n\n\n\n Most frameworks for law firm selection criteria focus on a narrow list of factors; credentials, pricing and past matters. Using tools like Chambers rankings, GCs can quickly draw up a shortlist of firms that tick these boxes.<\/p>\n\n\n\n The trouble is, these criteria assess capability, not delivery, which is an important oversight. Capability defines what a firm can do. But equally important is execution, or how a firm actually delivers.<\/p>\n\n\n\n As such, your firm should consider law firm selection criteria that move beyond credentials to include how teams operate in practice.<\/p>\n\n\n\n\n\n Law firms are often more than happy to tell you what their culture should look like using values statements and branding. But sometimes, these are mere statements of intent, policies and documents created by the HR department complete with snappy taglines.<\/p>\n\n\n\n True corporate culture is both practical and observable. It manifests in how your partner shares work between teams and how decisions are made. It is also seen in how lawyers challenge each other to work smarter, delivering better outcomes for your firm. Or how leadership behaves and how that is experienced by teams and individual associates.<\/p>\n\n\n\n Our research<\/a>\u00a0shows high-quality candidates are attracted to firms for whom culture is a lived reality. They demonstrate traits like accessible mentorship, collaboration, support and top-down modelling of corporate values.<\/p>\n\n\n\n\n\n The importance of corporate values cannot be over-stated. 78% of associates<\/a> choose their firm based on culture. Those firms able to establish and maintain a positive workplace are also better placed to raise associate motivation and improve retention.<\/p>\n\n\n\n Conversely, firms failing to meet associates\u2019 cultural expectations experience much higher rates of attrition \u2013\u202fand that affects delivery for the GC.<\/p>\n\n\n\n\n\n When your law firm partner builds strong corporate values, they are better placed to deliver better outcomes. If they can reduce attrition, your law firm will show consistency across team members \u2013 and that gives continuity over long-running and helps to contain costs too.<\/p>\n\n\n\n Culture is not a marginal consideration for legal talent. According to the Chambers State of the US Talent Market report<\/a>, 78% of new associates say firm culture was a key factor in their choice of employer \u2014 ahead of compensation and development opportunities. That matters for GCs because poor cultural follow-through creates real delivery risk. Firms that fail to live up to their cultural promise see 60% of associates wanting to leave after two years.<\/p>\n\n\n\n Consistent working practices and values encourage cross-practice collaboration between confident, context-aware junior lawyers. Your firm benefits from advice that has been internally tested, drawn from across the law firm to provide greater depth and technical expertise.<\/p>\n\n\n\n On the other side of the equation, a weak corporate culture contains hidden risks. A lack of consistency can lead to associates delivering fragmented or conflicting advice that may affect outcomes for your business. It also means that many firms become overly reliant on a single partner \u2013\u202fwhich can become a single point of failure.<\/p>\n\n\n\n Given that poor culture increases flight risk, the quality of service you receive may be affected by knowledge gaps during transitions. Over time, input becomes reactive rather than strategic as your partner is unable to maintain consistency \u2013 in both their internal operations and the service you receive.<\/p>\n\n\n\n\n\n Engagement, motivation and flight risk in the UK legal talent market<\/em><\/a><\/p>\n\n\n\n\n\n\n\n In this light, culture cannot be ignored because it directly affects the quality and reliability of service your business receives. Poor internal culture follows a well-worn path: teams disengage, then disengaged associates leave.<\/p>\n\n\n\n The Chambers State of the US legal talent market report found that disengaged and demotivated mid-level associates are six times more likely to leave within two years, increasing the likelihood of disrupted continuity, repeated onboarding and lost institutional knowledge.<\/p>\n\n\n\n\n\n State of the US\u00a0Legal Talent Market 2026<\/em><\/a>\u00a0<\/p>\n\n\n\n Whenever your law firm partner experiences attrition, you experience disrupted continuity, repeated onboarding and an increased risk of error. You are also at greater risk of being affected by unchallenged assumptions and poorer judgement from disengaged (or newly hired) associates.<\/p>\n\n\n\n When culture is excluded from business law firm selection criteria, GCs may be underestimating the true delivery risk of a mandate.<\/p>\n\n\n\n\n\n To truly understand the internal workings, there are several factors to consider when choosing a law firm.<\/p>\n\n\n\n\n\n Depth of bench is vital to ensuring your business has access to knowledge and expertise. Questions to ask include:<\/p>\n\n\n\n You are looking for evidence of depth to ensure your matters are not reliant on a single individual.<\/p>\n\n\n\n\n\n Collaboration is crucial to improving quality of advice and delivery consistency. Questions to ask potential providers include:<\/p>\n\n\n\n You are looking for evidence that your team works closely together, to deliver consistency and depth.<\/p>\n\n\n\n\n\n A high attrition rate is a clear indication that a potential law service provider has a cultural problem. Your business law firm selection criteria should include questions like:<\/p>\n\n\n\n You are looking for evidence that any potential partner has a clear strategy to reduce attrition \u2013 and that the strategy is yielding measurable results. In the UK, 41% of firms have prioritised employee retention<\/a> \u2013\u202fbut are they achieving those aims?<\/p>\n\n\n\n\n\n Corporate culture is set and modelled from the very top of an organisation \u2013 and it plays an important role in the quality of service you receive. Questions to ask any potential law firm partner include:<\/p>\n\n\n\n Your ideal law provider will have a clear, practical leadership strategy that is designed to strengthen and empower their associates.<\/p>\n\n\n\n As you conduct your search for a law firm, the most effective approach is not just to assess who leads the work, but how the team operates when it matters most.<\/p>\n\n\n\n\n\n Every GC will have noticed that legal work is becoming more complex, more interconnected and subject to greater scrutiny. In this environment, GCs need more reliable indicators of performance and risk reduction.<\/p>\n\n\n\n Expertise is undoubtedly essential, but it is not sufficient. Effective delivery depends on team structure, leadership and culture. When choosing a law firm, culture provides a critical missing lens. Alongside technical expertise and rankings, culture is fundamental to understanding and minimising the risk of a long-term business partnership.<\/p>\n\n\n\n Indeed, as expectations evolve, incorporating culture into your law firm selection criteria offers a more accurate and complete way of choosing a law firm that can deliver consistently under real-world conditions.<\/p>\n\n\n\n\n\n Explore Chambers Business Intelligence to discover which legal teams are using positive workplace culture to deliver more for their clients.<\/p>\n\n\n\n Learn more<\/a>\u00a0<\/p>\n","protected":false},"featured_media":30304,"parent":0,"template":"","categories":[],"tags":[453,452,451],"publication":[],"blocks":[{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Culture is often overlooked when choosing a law firm, but it can be a good indicator of performance and risk.<\/p>\n","innerContent":["\n Culture is often overlooked when choosing a law firm, but it can be a good indicator of performance and risk.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-image","attrs":{"image":"%7B%22alt%22:%22%22,%22title%22:%22team-culture%22,%22caption%22:%22%22,%22description%22:%7B%22raw%22:%22%22,%22rendered%22:%22%3Cp%20class=%5C%22attachment%5C%22%3E%3Ca%20href='https:\/\/wpcms.chambers.com\/wp-content\/uploads\/2026\/06\/team-culture.jpg'%3E%3Cimg%20width=%5C%22300%5C%22%20height=%5C%22200%5C%22%20src=%5C%22https:\/\/assets.chambers.com\/wp-content\/uploads\/2026\/06\/30121336\/team-culture-300x200.jpg%5C%22%20class=%5C%22attachment-medium%20size-medium%5C%22%20alt=%5C%22%5C%22%20srcset=%5C%22https:\/\/assets.chambers.com\/wp-content\/uploads\/2026\/06\/30121336\/team-culture-300x200.jpg%20300w,%20https:\/\/assets.chambers.com\/wp-content\/uploads\/2026\/06\/30121336\/team-culture-1024x683.jpg%201024w,%20https:\/\/assets.chambers.com\/wp-content\/uploads\/2026\/06\/30121336\/team-culture-768x512.jpg%20768w,%20https:\/\/assets.chambers.com\/wp-content\/uploads\/2026\/06\/30121336\/team-culture-1536x1024.jpg%201536w,%20https:\/\/wpcms.chambers.com\/wp-content\/uploads\/2026\/06\/team-culture.jpg%201920w%5C%22%20sizes=%5C%22(max-width:%20300px)%20100vw,%20300px%5C%22%20\/%3E%3C\/a%3E%3C\/p%3E%5Cn%22%7D,%22id%22:30304,%22link%22:%22https:\/\/wpcms.chambers.com\/?attachment_id=30304%22,%22url%22:%22https:\/\/wpcms.chambers.com\/wp-content\/uploads\/2026\/06\/team-culture.jpg%22,%22sizes%22:%22%22%7D","blockId":"Z2wL5EK","blockUniqueClass":"lazyblock-chambers-image-Z2wL5EK"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Faced with a busy market, choosing a law firm is a significant, but vital, challenge for general counsel. But there is another, often overlooked criterion that firms may miss that increases the overall risk of their partnership.<\/strong><\/p>\n","innerContent":["\n Faced with a busy market, choosing a law firm is a significant, but vital, challenge for general counsel. But there is another, often overlooked criterion that firms may miss that increases the overall risk of their partnership.<\/strong><\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Typically, law firm selection criteria include technical expertise, reputation, cost structures and responsiveness. And these are all extremely important when trying to choose the right legal services provider for your business.<\/p>\n","innerContent":["\n Typically, law firm selection criteria include technical expertise, reputation, cost structures and responsiveness. And these are all extremely important when trying to choose the right legal services provider for your business.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n But when considering what are the key factors in choosing a law firm, culture is rarely treated as a priority. After all,\u00a0what difference does it make how\u00a0your\u00a0law firm runs internally?\u00a0<\/p>\n","innerContent":["\n But when considering what are the key factors in choosing a law firm, culture is rarely treated as a priority. After all,\u00a0what difference does it make how\u00a0your\u00a0law firm runs internally?\u00a0<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Yet culture \u2013 specifically motivation, retention and stability \u2013 is one of the clearest indicators of how a legal team will perform under pressure. And that means culture plays a massive part in risk reduction for your organisation too.<\/p>\n","innerContent":["\n Yet culture \u2013 specifically motivation, retention and stability \u2013 is one of the clearest indicators of how a legal team will perform under pressure. And that means culture plays a massive part in risk reduction for your organisation too.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-quote","attrs":{"quote":" \u201c78% of\u00a0US\u00a0associates\u00a0chose their\u00a0firm\u00a0based\u00a0on culture or cultural fit.\u201d<\/em>\u00a0<\/p>","blockId":"Z2kLxLt","blockUniqueClass":"lazyblock-chambers-quote-Z2kLxLt"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n State of the US legal talent market 2026<\/em><\/a><\/p>\n","innerContent":["\n State of the US legal talent market 2026<\/em><\/a><\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-header","attrs":{"header":"From expertise to execution ","headerLevel":"3","blockId":"Z1k1Etn","blockUniqueClass":"lazyblock-chambers-header-Z1k1Etn"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Most frameworks for law firm selection criteria focus on a narrow list of factors; credentials, pricing and past matters. Using tools like Chambers rankings, GCs can quickly draw up a shortlist of firms that tick these boxes.<\/p>\n","innerContent":["\n Most frameworks for law firm selection criteria focus on a narrow list of factors; credentials, pricing and past matters. Using tools like Chambers rankings, GCs can quickly draw up a shortlist of firms that tick these boxes.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n The trouble is, these criteria assess capability, not delivery, which is an important oversight. Capability defines what a firm can do. But equally important is execution, or how a firm actually delivers.<\/p>\n","innerContent":["\n The trouble is, these criteria assess capability, not delivery, which is an important oversight. Capability defines what a firm can do. But equally important is execution, or how a firm actually delivers.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n As such, your firm should consider law firm selection criteria that move beyond credentials to include how teams operate in practice.<\/p>\n","innerContent":["\n As such, your firm should consider law firm selection criteria that move beyond credentials to include how teams operate in practice.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-header","attrs":{"header":"Why culture really matters ","headerLevel":"3","blockId":"Z6Am3A","blockUniqueClass":"lazyblock-chambers-header-Z6Am3A"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Law firms are often more than happy to tell you what their culture should look like using values statements and branding. But sometimes, these are mere statements of intent, policies and documents created by the HR department complete with snappy taglines.<\/p>\n","innerContent":["\n Law firms are often more than happy to tell you what their culture should look like using values statements and branding. But sometimes, these are mere statements of intent, policies and documents created by the HR department complete with snappy taglines.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n True corporate culture is both practical and observable. It manifests in how your partner shares work between teams and how decisions are made. It is also seen in how lawyers challenge each other to work smarter, delivering better outcomes for your firm. Or how leadership behaves and how that is experienced by teams and individual associates.<\/p>\n","innerContent":["\n True corporate culture is both practical and observable. It manifests in how your partner shares work between teams and how decisions are made. It is also seen in how lawyers challenge each other to work smarter, delivering better outcomes for your firm. Or how leadership behaves and how that is experienced by teams and individual associates.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Our research<\/a>\u00a0shows high-quality candidates are attracted to firms for whom culture is a lived reality. They demonstrate traits like accessible mentorship, collaboration, support and top-down modelling of corporate values.<\/p>\n","innerContent":["\n Our research<\/a>\u00a0shows high-quality candidates are attracted to firms for whom culture is a lived reality. They demonstrate traits like accessible mentorship, collaboration, support and top-down modelling of corporate values.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-header","attrs":{"header":"An under-appreciated indicator of performance ","headerLevel":"3","blockId":"260yUV","blockUniqueClass":"lazyblock-chambers-header-260yUV"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n The importance of corporate values cannot be over-stated. 78% of associates<\/a> choose their firm based on culture. Those firms able to establish and maintain a positive workplace are also better placed to raise associate motivation and improve retention.<\/p>\n","innerContent":["\n The importance of corporate values cannot be over-stated. 78% of associates<\/a> choose their firm based on culture. Those firms able to establish and maintain a positive workplace are also better placed to raise associate motivation and improve retention.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Conversely, firms failing to meet associates\u2019 cultural expectations experience much higher rates of attrition \u2013\u202fand that affects delivery for the GC.<\/p>\n","innerContent":["\n Conversely, firms failing to meet associates\u2019 cultural expectations experience much higher rates of attrition \u2013\u202fand that affects delivery for the GC.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-header","attrs":{"header":"How culture impacts outcomes ","headerLevel":"3","blockId":"136bWU","blockUniqueClass":"lazyblock-chambers-header-136bWU"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n When your law firm partner builds strong corporate values, they are better placed to deliver better outcomes. If they can reduce attrition, your law firm will show consistency across team members \u2013 and that gives continuity over long-running and helps to contain costs too.<\/p>\n","innerContent":["\n When your law firm partner builds strong corporate values, they are better placed to deliver better outcomes. If they can reduce attrition, your law firm will show consistency across team members \u2013 and that gives continuity over long-running and helps to contain costs too.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Culture is not a marginal consideration for legal talent. According to the Chambers State of the US Talent Market report<\/a>, 78% of new associates say firm culture was a key factor in their choice of employer \u2014 ahead of compensation and development opportunities. That matters for GCs because poor cultural follow-through creates real delivery risk. Firms that fail to live up to their cultural promise see 60% of associates wanting to leave after two years.<\/p>\n","innerContent":["\n Culture is not a marginal consideration for legal talent. According to the Chambers State of the US Talent Market report<\/a>, 78% of new associates say firm culture was a key factor in their choice of employer \u2014 ahead of compensation and development opportunities. That matters for GCs because poor cultural follow-through creates real delivery risk. Firms that fail to live up to their cultural promise see 60% of associates wanting to leave after two years.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Consistent working practices and values encourage cross-practice collaboration between confident, context-aware junior lawyers. Your firm benefits from advice that has been internally tested, drawn from across the law firm to provide greater depth and technical expertise.<\/p>\n","innerContent":["\n Consistent working practices and values encourage cross-practice collaboration between confident, context-aware junior lawyers. Your firm benefits from advice that has been internally tested, drawn from across the law firm to provide greater depth and technical expertise.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n On the other side of the equation, a weak corporate culture contains hidden risks. A lack of consistency can lead to associates delivering fragmented or conflicting advice that may affect outcomes for your business. It also means that many firms become overly reliant on a single partner \u2013\u202fwhich can become a single point of failure.<\/p>\n","innerContent":["\n On the other side of the equation, a weak corporate culture contains hidden risks. A lack of consistency can lead to associates delivering fragmented or conflicting advice that may affect outcomes for your business. It also means that many firms become overly reliant on a single partner \u2013\u202fwhich can become a single point of failure.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Given that poor culture increases flight risk, the quality of service you receive may be affected by knowledge gaps during transitions. Over time, input becomes reactive rather than strategic as your partner is unable to maintain consistency \u2013 in both their internal operations and the service you receive.<\/p>\n","innerContent":["\n Given that poor culture increases flight risk, the quality of service you receive may be affected by knowledge gaps during transitions. Over time, input becomes reactive rather than strategic as your partner is unable to maintain consistency \u2013 in both their internal operations and the service you receive.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-quote","attrs":{"quote":" \u201c59% of associates plan to stay with their employer\u00a0for at least\u00a0five more years. That is\u00a03x\u00a0higher than\u00a0unmotivated\u00a0associates.\u201d<\/em>\u00a0<\/p>","blockId":"1hee3O","blockUniqueClass":"lazyblock-chambers-quote-1hee3O"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Engagement, motivation and flight risk in the UK legal talent market<\/em><\/a><\/p>\n","innerContent":["\n Engagement, motivation and flight risk in the UK legal talent market<\/em><\/a><\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-image","attrs":{"image":"%7B%22alt%22:%22%22,%22title%22:%22team-culture-2%22,%22caption%22:%22%22,%22description%22:%7B%22raw%22:%22%22,%22rendered%22:%22%3Cp%20class=%5C%22attachment%5C%22%3E%3Ca%20href='https:\/\/wpcms.chambers.com\/wp-content\/uploads\/2026\/06\/team-culture-2.jpg'%3E%3Cimg%20width=%5C%22300%5C%22%20height=%5C%22200%5C%22%20src=%5C%22https:\/\/assets.chambers.com\/wp-content\/uploads\/2026\/06\/30123154\/team-culture-2-300x200.jpg%5C%22%20class=%5C%22attachment-medium%20size-medium%5C%22%20alt=%5C%22%5C%22%20srcset=%5C%22https:\/\/assets.chambers.com\/wp-content\/uploads\/2026\/06\/30123154\/team-culture-2-300x200.jpg%20300w,%20https:\/\/assets.chambers.com\/wp-content\/uploads\/2026\/06\/30123154\/team-culture-2-1024x683.jpg%201024w,%20https:\/\/assets.chambers.com\/wp-content\/uploads\/2026\/06\/30123154\/team-culture-2-768x512.jpg%20768w,%20https:\/\/assets.chambers.com\/wp-content\/uploads\/2026\/06\/30123154\/team-culture-2-1536x1024.jpg%201536w,%20https:\/\/wpcms.chambers.com\/wp-content\/uploads\/2026\/06\/team-culture-2.jpg%201920w%5C%22%20sizes=%5C%22(max-width:%20300px)%20100vw,%20300px%5C%22%20\/%3E%3C\/a%3E%3C\/p%3E%5Cn%22%7D,%22id%22:30306,%22link%22:%22https:\/\/wpcms.chambers.com\/topics\/choosing-a-law-firm-selection-criteria\/team-culture-2\/%22,%22url%22:%22https:\/\/wpcms.chambers.com\/wp-content\/uploads\/2026\/06\/team-culture-2.jpg%22,%22sizes%22:%22%22%7D","blockId":"25HVXH","blockUniqueClass":"lazyblock-chambers-image-25HVXH"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-header","attrs":{"header":"The risk of ignoring culture in business law firm selection criteria","headerLevel":"3","blockId":"20r4ep","blockUniqueClass":"lazyblock-chambers-header-20r4ep"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n In this light, culture cannot be ignored because it directly affects the quality and reliability of service your business receives. Poor internal culture follows a well-worn path: teams disengage, then disengaged associates leave.<\/p>\n","innerContent":["\n In this light, culture cannot be ignored because it directly affects the quality and reliability of service your business receives. Poor internal culture follows a well-worn path: teams disengage, then disengaged associates leave.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n The Chambers State of the US legal talent market report found that disengaged and demotivated mid-level associates are six times more likely to leave within two years, increasing the likelihood of disrupted continuity, repeated onboarding and lost institutional knowledge.<\/p>\n","innerContent":["\n The Chambers State of the US legal talent market report found that disengaged and demotivated mid-level associates are six times more likely to leave within two years, increasing the likelihood of disrupted continuity, repeated onboarding and lost institutional knowledge.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-quote","attrs":{"quote":" \u201c17% of associates\u00a0expect to\u00a0leave their\u00a0firm within two years.\u00a0A further\u00a025%\u00a0will leave\u00a0within\u00a0five.\u201d<\/em>\u00a0<\/p>","blockId":"ZfgjJE","blockUniqueClass":"lazyblock-chambers-quote-ZfgjJE"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n State of the US\u00a0Legal Talent Market 2026<\/em><\/a>\u00a0<\/p>\n","innerContent":["\n State of the US\u00a0Legal Talent Market 2026<\/em><\/a>\u00a0<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Whenever your law firm partner experiences attrition, you experience disrupted continuity, repeated onboarding and an increased risk of error. You are also at greater risk of being affected by unchallenged assumptions and poorer judgement from disengaged (or newly hired) associates.<\/p>\n","innerContent":["\n Whenever your law firm partner experiences attrition, you experience disrupted continuity, repeated onboarding and an increased risk of error. You are also at greater risk of being affected by unchallenged assumptions and poorer judgement from disengaged (or newly hired) associates.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n When culture is excluded from business law firm selection criteria, GCs may be underestimating the true delivery risk of a mandate.<\/p>\n","innerContent":["\n When culture is excluded from business law firm selection criteria, GCs may be underestimating the true delivery risk of a mandate.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-header","attrs":{"header":"How to improve your law firm selection criteria","headerLevel":"3","blockId":"Z23hNje","blockUniqueClass":"lazyblock-chambers-header-Z23hNje"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n To truly understand the internal workings, there are several factors to consider when choosing a law firm.<\/p>\n","innerContent":["\n To truly understand the internal workings, there are several factors to consider when choosing a law firm.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-header","attrs":{"header":"Team structure\u00a0","headerLevel":"4","blockId":"ZylDQq","blockUniqueClass":"lazyblock-chambers-header-ZylDQq"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Depth of bench is vital to ensuring your business has access to knowledge and expertise. Questions to ask include:<\/p>\n","innerContent":["\n Depth of bench is vital to ensuring your business has access to knowledge and expertise. Questions to ask include:<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/list","attrs":[],"innerBlocks":[],"innerHTML":"\n You are looking for evidence of depth to ensure your matters are not reliant on a single individual.<\/p>\n","innerContent":["\n You are looking for evidence of depth to ensure your matters are not reliant on a single individual.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-header","attrs":{"header":"Collaboration","headerLevel":"4","blockId":"Mlx0I","blockUniqueClass":"lazyblock-chambers-header-Mlx0I"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Collaboration is crucial to improving quality of advice and delivery consistency. Questions to ask potential providers include:<\/p>\n","innerContent":["\n Collaboration is crucial to improving quality of advice and delivery consistency. Questions to ask potential providers include:<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/list","attrs":[],"innerBlocks":[],"innerHTML":"\n You are looking for evidence that your team works closely together, to deliver consistency and depth.<\/p>\n","innerContent":["\n You are looking for evidence that your team works closely together, to deliver consistency and depth.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-header","attrs":{"header":"Talent and continuity","headerLevel":"4","blockId":"1Rxqjz","blockUniqueClass":"lazyblock-chambers-header-1Rxqjz"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n A high attrition rate is a clear indication that a potential law service provider has a cultural problem. Your business law firm selection criteria should include questions like:<\/p>\n","innerContent":["\n A high attrition rate is a clear indication that a potential law service provider has a cultural problem. Your business law firm selection criteria should include questions like:<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/list","attrs":[],"innerBlocks":[],"innerHTML":"\n You are looking for evidence that any potential partner has a clear strategy to reduce attrition \u2013 and that the strategy is yielding measurable results. In the UK, 41% of firms have prioritised employee retention<\/a> \u2013\u202fbut are they achieving those aims?<\/p>\n","innerContent":["\n You are looking for evidence that any potential partner has a clear strategy to reduce attrition \u2013 and that the strategy is yielding measurable results. In the UK, 41% of firms have prioritised employee retention<\/a> \u2013\u202fbut are they achieving those aims?<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-header","attrs":{"header":"Leadership ","headerLevel":"4","blockId":"Z2kRzbW","blockUniqueClass":"lazyblock-chambers-header-Z2kRzbW"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Corporate culture is set and modelled from the very top of an organisation \u2013 and it plays an important role in the quality of service you receive. Questions to ask any potential law firm partner include:<\/p>\n","innerContent":["\n Corporate culture is set and modelled from the very top of an organisation \u2013 and it plays an important role in the quality of service you receive. Questions to ask any potential law firm partner include:<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/list","attrs":[],"innerBlocks":[],"innerHTML":"\n Your ideal law provider will have a clear, practical leadership strategy that is designed to strengthen and empower their associates.<\/p>\n","innerContent":["\n Your ideal law provider will have a clear, practical leadership strategy that is designed to strengthen and empower their associates.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n As you conduct your search for a law firm, the most effective approach is not just to assess who leads the work, but how the team operates when it matters most.<\/p>\n","innerContent":["\n As you conduct your search for a law firm, the most effective approach is not just to assess who leads the work, but how the team operates when it matters most.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-header","attrs":{"header":"Outlook: Culture counts","headerLevel":"3","blockId":"ZWFGca","blockUniqueClass":"lazyblock-chambers-header-ZWFGca"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Every GC will have noticed that legal work is becoming more complex, more interconnected and subject to greater scrutiny. In this environment, GCs need more reliable indicators of performance and risk reduction.<\/p>\n","innerContent":["\n Every GC will have noticed that legal work is becoming more complex, more interconnected and subject to greater scrutiny. In this environment, GCs need more reliable indicators of performance and risk reduction.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Expertise is undoubtedly essential, but it is not sufficient. Effective delivery depends on team structure, leadership and culture. When choosing a law firm, culture provides a critical missing lens. Alongside technical expertise and rankings, culture is fundamental to understanding and minimising the risk of a long-term business partnership.<\/p>\n","innerContent":["\n Expertise is undoubtedly essential, but it is not sufficient. Effective delivery depends on team structure, leadership and culture. When choosing a law firm, culture provides a critical missing lens. Alongside technical expertise and rankings, culture is fundamental to understanding and minimising the risk of a long-term business partnership.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n Indeed, as expectations evolve, incorporating culture into your law firm selection criteria offers a more accurate and complete way of choosing a law firm that can deliver consistently under real-world conditions.<\/p>\n","innerContent":["\n Indeed, as expectations evolve, incorporating culture into your law firm selection criteria offers a more accurate and complete way of choosing a law firm that can deliver consistently under real-world conditions.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"lazyblock\/chambers-header","attrs":{"header":"Key takeaways ","headerLevel":"3","blockId":"2aclQ6","blockUniqueClass":"lazyblock-chambers-header-2aclQ6"},"innerBlocks":[],"innerHTML":"","innerContent":[]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/list","attrs":[],"innerBlocks":[],"innerHTML":"\n Explore Chambers Business Intelligence to discover which legal teams are using positive workplace culture to deliver more for their clients.<\/p>\n","innerContent":["\n Explore Chambers Business Intelligence to discover which legal teams are using positive workplace culture to deliver more for their clients.<\/p>\n"]},{"blockName":null,"attrs":[],"innerBlocks":[],"innerHTML":"\n\n","innerContent":["\n\n"]},{"blockName":"core\/paragraph","attrs":[],"innerBlocks":[],"innerHTML":"\n