When a long-standing senior partner prepares to retire, clients who have worked with that lawyer for years often experience uncertainty. While they may have valued and trusted the retiring partner, their primary concern quickly becomes how the change will affect them. For the attorney expected to assume responsibility for those relationships, the challenge lies in reassuring clients and retaining their business during and after the transition.
In many firms, retirement does not always occur with adequate notice or planning. There have been instances where a senior lawyer abruptly leaves practice without a formal succession strategy in place, leaving colleagues scrambling to preserve client relationships. In such situations, retention efforts frequently fall short. Clients today are well connected and have access to numerous legal professionals through business, community, and social networks. If other attorneys within the firm are not already visible and familiar to them, clients are likely to explore alternative options with competing firms.
This issue is particularly pressing given the number of baby boomer attorneys who remain in private practice and may retire in the coming years. The question facing firms is not whether these transitions will occur, but whether the client relationships built over decades will remain with the firm afterward.
Client transitions are most successful when they are addressed early and when the retiring partner actively participates in the process. Attorneys who work closely with senior partners or manage matters on their behalf are in a strong position to prepare for succession. One of the most effective steps is initiating the transition well in advance. Clients need time to become comfortable with a new relationship partner, and early introductions help foster trust and continuity.
Joint client visits can further reinforce stability, signaling the firm’s commitment to the relationship. When joint meetings are not possible, a solo visit accompanied by a clear endorsement from the retiring partner can still be effective. During these interactions, successors should focus on demonstrating their understanding of the client’s business and legal needs, whether through tailored updates, legal insights, or thoughtful communication.
Equally important is developing an independent relationship with client representatives. With the retiring partner’s support, successors should engage directly through conversations, events, or professional interactions. Taking on responsibility for billing oversight also helps establish leadership and familiarity with the client’s ongoing work.
Once the transition is complete, the onboarding process begins anew. Even though the client remains with the firm, it is a new relationship for the successor. Open discussions about expectations, communication preferences, and potential improvements can strengthen the partnership. Ultimately, investing time and effort into thoughtful client transition strategies significantly increases the likelihood of retention, delivering long-term benefits that far outweigh the cost of acquiring new clients.