Your people will leave if you don’t support them or create a positive environment in which they can grow and thrive...

It’s been an unprecedented few years for law firms. A global pandemic. Shifting to a hybrid remote environment. The Great Resignation. Quiet quitting. Five generations in the workforce. The rise of AI tools. A focus on mental health.

Law firms have been forced to adapt and innovate, and quickly. It hasn’t been easy for some firms. Others are thriving.

It’s never been more important for law firms to focus on improving and innovating their values, communication norms, time and output expectations of lawyers and professional staff, career development opportunities, social connections between colleagues and approach to decision making. This is all part of your firm’s culture and can greatly impact your reputation and ability to recruit and retain people in such a competitive landscape.

I’ve had my fair share of working in tough law firm environments as well as others that were supportive and wonderful. Every firm is different and you really never know how if you will fit in – and if the culture is a good fit for you – until you actually immerse yourself in the day-to-day life at a firm.

But we have a lot of choices today – and that’s something that law firms need to recognize. Your people will leave if you don’t support them or create a positive environment in which they can grow and thrive.

I had the opportunity to speak on a panel discussing law firm culture and how law firms can better position themselves for the future at the ARK National conference.

Here are some key takeaways from my panel:

• Your Culture is Your Foundation: Don’t underestimate the significance of cultivating a strong and positive culture within your firm. It forms the bedrock for attracting and retaining talent, driving innovation and ultimately achieving long-term success.
• Inclusivity Fosters Excellence: Fostering an inclusive environment where everyone’s voice is heard and valued is critical to law firm success today. By embracing diversity, law firms can unlock fresh perspectives, enhance collaboration and deliver exceptional client experiences.
• Communication & Transparency: Our panel highlighted the power of effective communication and transparency in shaping law firm culture. Open lines of communication build trust, enhance teamwork and enable individuals at all levels to contribute to the firm’s growth and vision.
• Technology Integration: Law firms must embrace technological advancements to streamline their operations and enhance efficiency. Implementing innovative tools can optimize workflows, improve collaboration and deliver better client service.
• Focus on Well-being: Promoting employee well-being is crucial in adapting to the changing culture. Law firms should continue to prioritize mental health support (not just during Mental Health Awareness Month), offer resources for work-life balance and provide opportunities for professional development and growth. Most importantly, they should walk the walk when it comes to creating a law firm culture that is truly supportive.
• Embrace Change & Innovation: Law firms tend to resist change or be averse to it. Some will even say “well that’s the way we’ve always done things,” or “if it isn’t broke, don’t fix it,” and that is not a growth mindset for the future of law. Continue to embrace change and proactively seek innovation opportunities (in recruitment, tech, management and work style, etc.). By fostering a culture that values adaptability and forward-thinking, firms can thrive in an ever-evolving legal landscape.
• Invest in Professional Development: Investing in the professional development and well-being of employees will help them stay at your organization. Encourage professional development, provide learning opportunities and support ongoing education for employees, including encouraging them to have a personal brand.
• Flexible Work Arrangements: Recognizing the evolving needs and expectations of employees, law firms should continue offering flexible work arrangements. This can include remote work options, flexible hours or compressed workweeks. By embracing flexibility, firms can enhance work-life balance, improve employee satisfaction and attract a wider pool of candidates.
• Technology Integration: Law firms must embrace technological advancements to streamline their operations and enhance efficiency. Implementing innovative tools such as legal research platforms, document management systems and project management software can optimize workflows, improve collaboration, and deliver better client service. Keeping up with technological advancements is essential to staying competitive today.
• Client-Centric Approach: Clients’ expectations continue to evolve, and law firms need to adapt accordingly. Firms should prioritize client-centricity by actively listening to clients’ needs, delivering tailored solutions, using technology to enhance the client experience and providing excellent client service. Emphasizing a client-focused culture can lead to long-term client relationships, referrals and a stronger reputation in the market.
• Embrace Remote Collaboration: The pandemic accelerated the adoption of remote work and virtual collaboration. Law firms should continue to embrace remote collaboration tools and practices beyond the pandemic. Investing in secure communication platforms, video conferencing tools and project management software can facilitate seamless collaboration among teams, whether they are working in the office or remotely.

Creating and nurturing a law firm culture that supports its people’s success (both as employees and as human beings) and treats everyone fairly is critical to your firm’s success. Continuing to innovate and challenge norms empowers law firms to help their employees, clients and business thrive.

Thank you to everyone who attended my session at the ARK Conference 2023! It was great to see so many industry friends too.

Stefanie Marrone advises law firms of all sizes, professional service firms, B2B companies, recruiters and individuals on the full range of marketing and business development consulting services designed to enhance revenue, retain current clients and achieve greater brand recognition. She also serves as outsourced chief marketing officer/marketing department for small and mid-size law firms.

Over her 20+-year legal marketing career, she has worked at and with a broad range of big law, mid-size and small firms, which has given her a valuable perspective of the legal industry. Connect on LinkedIn, Twitter, YouTube, Instagram, sign up for her email list and follow her latest writing on JD Supra.