​Culture in Law Firms: Best Practices for Engagement and Retention in a Hybrid World

Some of us have known many different legal firms with distinctive working cultures. These vary from the traditional model with a strict hierarchy to a more relaxed organisation.

In my first firm, the senior partners were addressed as ‘Sir’.

The attitude to working culture affects the way we work. Communication is relevant to how staff are recruited and retained. It cannot be good if there is a rapid turnover of staff and clients do not know who is handling their case. And when firms consider merging with or acquiring other practices, it is often the case that little thought is given to accommodating different cultures.

In discussing the post-Covid ‘hybrid’ world, this book analyses aspects of good leadership and communication; ‘change management’; developing staff and wellbeing; and recruitment.

Unsurprisingly, our profession is identified as an extremely stressful one. There is the pressure to achieve billable hours targets. Technology and the many different ways in which clients can contact us at all hours mean truly taking time off work is very difficult.

The book includes an analysis of how different generations, such as millennials, boomers (that’s me), and GenX and GenZ approach work. There are probably other factors that enhance ‘culture’, including socialising, and links with the community we serve.

This is a helpful guide.

David Pickup