Recognize that management's perception of events, just because it is based on different and often superior knowledge, is not the same as the perception of other lawyers in the firm. Whether the issue is moving a lawyer from one department to another, providing more client contact or court opportunities, adjusting billable hour requirements, or encouraging pro bono work, sooner rather than later lawyers will want action on their complaints. Deal honestly and fairly with compensation issues. Subjective comparison to others will never be acceptable. Foster an environment within the firm that lets lawyers know the firm will be sorry to lose them, but will understand if they choose to make their careers in another type of practice.
People do change and do seek change just for the sake of change.
Offer sincere regrets that the lawyer is leaving the firm. Make the transition as smooth as possible. Provide any assistance that may be required in the relocation. Refer business to the lawyer after she leaves. Let her know there are no hard feelings.