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1) Keep working hours in the bracket of 48-58 hours a week. If there is more work than this, hire new people. You may go with a policy of not frequently increasing the pay or bonus for existing retainers. They may still be happy with less pay but certainly won't with high stress.
2) Demolish the hierarchical structure. While many do understand that there should be a structure for accounting and reliability, a simple step of avoiding Sir/Ma'am titles would go a long way in increasing team spirit and accommodation. Some firms may be following this principle but junior associates and interns are excluded from this bracket.
3) Partners need to acknowledge the good work done by their subordinates. Deliverables are often met with new tasks without receiving any positive or constructive feedback for the efforts put in the previous work.
4) And lastly, be ethical and realistic. Provide coordinated training to the new joinees and not just pass on to them the work as a means to learn by committing mistake. For every mistake they commit, they are humiliated in office or courts strangulating any desire to learn. Be compassionate and considerate of an associate's personal space.
Law firms can regain the glory that they enjoyed post liberalisation. Otherwise, it is only these reasons that would increase the attrition rates to new highs.
That's what.
Some juniors are happy because they go and ask for help (at work/ bandwidth management) and get it. Others are unhappy because they expect to be taught things and shouldn't be expected to know.
While I understand it's a personal call, what exactly is toxic work culture. Is it the hours, the nature/ behavior or seniors, the lack of empathy in the team?