How HR Can Support Leadership in Managing Promotion Expectations

Posted by

Kate Harry Shipham

Posted on

Feb 18, 2025

For HR and recruiting professionals at law firms, managing promotion expectations is a delicate balancing act. Employees often view promotions as the primary measure of career success, while firm leadership must balance performance, business needs, and firm culture.

When expectations aren’t managed well, it can lead to disengagement, turnover, and dissatisfaction. HR plays a vital role in helping leadership navigate these challenges by fostering transparency, setting realistic expectations, and ensuring employees feel valued even when promotions are not immediately available.

1. Establish Clear and Transparent Promotion Criteria

One of the biggest sources of frustration for employees is a lack of clarity around promotion decisions. Without well-defined criteria, employees may feel decisions are arbitrary or biased.

Insightful Actions:

Work with leadership to develop clear, measurable promotion guidelines that outline required skills, performance benchmarks, and firm contributions.
Communicate these criteria consistently through employee handbooks, training sessions, and regular one-on-one meetings.
Ensure that all employees have access to the same information to maintain fairness and transparency.

2. Proactively Set Realistic Expectations

Not every employee will be promoted within their desired timeframe, but HR can help manage expectations early in an employee’s career journey.

Insightful Actions:

Encourage managers to have honest discussions about career progression during performance reviews.
Offer guidance on lateral moves, skill-building opportunities, and leadership roles outside of traditional promotions.
Ensure employees understand the business realities that influence promotions, such as firm growth, practice area demand, and leadership turnover.

3. Train Leadership on Effective Promotion Conversations

Many law firm leaders struggle with having difficult conversations about career advancement. HR can equip them with the tools they need to provide constructive feedback while maintaining morale.

Insightful Actions:

Provide training for firm leadership on how to discuss promotions with empathy and clarity.
Offer templates and conversation guides to help leaders navigate these discussions.
Encourage managers to frame feedback as an opportunity for growth rather than a setback.

4. Create Development Plans for High-Potential Employees

Employees who don’t receive a promotion may still have strong potential for future advancement. HR can support leadership in crafting personalized development plans that keep these employees engaged.

Insightful Actions:

Help managers develop career roadmaps for employees outlining key skills they need to build before their next promotion opportunity.
Identify mentorship and sponsorship opportunities within the firm to support employee growth.
Offer professional development programs, leadership training, and exposure to high-value projects.

5. Foster a Culture of Continuous Feedback

Promotion conversations shouldn’t happen once a year—employees should receive ongoing feedback so they understand where they stand and what they need to work on.

Insightful Actions:

Encourage managers to provide real-time feedback and conduct quarterly check-ins.
Implement 360-degree feedback programs where employees receive insights from peers, clients, and supervisors.
Ensure feedback includes actionable steps employees can take to improve their promotion potential.

6. Recognize and Reward Contributions Beyond Promotions

When promotions are not immediately available, HR can help leadership find other ways to recognize employees’ efforts and retain top talent.

Insightful Actions:

Introduce recognition programs that highlight key contributions, such as client successes, innovation, and mentorship.
Offer title enhancements, increased responsibilities, or project leadership opportunities as an alternative to promotions.
Ensure compensation structures reflect contributions, even if a formal promotion isn’t possible.

7. Communicate the Bigger Picture

Employees may become frustrated when they don’t see the full scope of career opportunities available to them. HR can help leadership articulate the long-term vision and career paths within the firm.

Insightful Actions:

Host career development panels where senior attorneys share their career trajectories.
Create internal case studies of employees who advanced through non-traditional paths.
Emphasize that career success is not solely defined by title changes but also by skill growth, client relationships, and firm contributions.

Our Final Thoughts

HR and recruiting professionals play a crucial role in supporting leadership in managing promotion expectations within law firms. By setting clear promotion criteria, training leadership on effective communication, providing alternative career growth opportunities, and fostering a culture of continuous feedback, HR can help ensure employees feel valued and motivated even when promotions are not immediately available. When handled effectively, these efforts lead to stronger retention, a more engaged workforce, and a thriving firm culture.