How to Build a Strong Law Firm Culture
Between the long hours, detail-oriented tasks, and high stakes of many cases, working at a law firm can be stressful even under the best circumstances. At firms without a healthy and sustainable working culture, these issues can quickly lead to burnout and increase employee turnover, resulting in serious problems for you and your clients.
There is no single strategy for building a strong law firm culture, but there are several best practices that firms in every corner of the industry can use to achieve successful results. Here are some key matters you should consider when trying to make positive organizational changes and strengthen your firm’s culture.
Prioritize Communication and Consistency
One of the most critical steps to building a strong law firm culture is ensuring that every person involved, top to bottom, knows the firm’s values and the practical measures taken to embody those values. Communication between management and staff should be clear regarding day-to-day expectations. Managers should provide and solicit honest feedback about how things are going and what positive changes could be made moving forward.
In the same vein, no one within the firm should be exempt from established expectations regarding the firm’s core values. If senior employees act or make decisions that are not consistent with the established values, that inconsistency can hurt the firm’s culture and substantially decrease morale and productivity.
Reward Hard Work Without Sacrificing Balance
Legal work is difficult, time-consuming, and often thankless. A lack of appreciation can negatively affect employees and workplace culture. Recognizing and celebrating achievements within a law firm—as well as actions that support the firm’s core values, like charity work or community outreach—is a great way to build and maintain a strong culture in which employees feel valued and supported.
However, it is also essential that a firm’s culture promotes work-life balance. For instance, employees being implicitly or explicitly pressured to forgo sick days is a sign of poor work culture.
Build Positive Relationships with Both Employees and Clients
While broad structural changes are certainly crucial to maintaining a healthy workplace culture within a law firm, it is also vital to remember the little things. Celebrating with the entire firm when employees reach life milestones like birthdays, wedding anniversaries, or the birth of a child is a small gesture that can have a tremendous effect on how employees feel about themselves and their roles within the organization. The same gestures can have similarly positive effects when provided to long-time clients.
Ultimately, law firm culture is holistic in the sense that every part of your company contributes to it in some way or another. By putting the well-being of your employees first, you can protect your long-term interests and improve the overall culture at your law firm.