Connections for Success

 

11.21.24

How Law Firms are Making Hybrid Work Environments Work
Joy A. Long

The COVID-19 pandemic broke the barrier to remote work for many lawyers and staff. While some firms have returned to the office, many others have continued to work remotely in some form. This blog shares some best practices to make or keep a hybrid work environment successful.

Working Advantages

Most law firms that allow a hybrid work schedule have allowed both attorneys and staff to divide their time between working remotely and coming into the office. The percentages vary by firm, but the trend is to allow people to work from home 20% to 50% of the time. While many first dictate the days that will be in office, others have found that flexibility is the key to success.

The advantages are numerous. To begin with, top-level attorneys and support staff increasingly demand such arrangements. Working remotely means firms can more easily recruit people in other cities or states, including those with niche expertise to fill critical gaps in serving their clients.

Some firms have experienced a boost in performance from veteran and new attorneys working remotely. The absence of office disruptions can often lead to higher levels of concentration for remote workers, and they are happier without the stress of commuting. With the need to commute, lawyers and staff often work additional hours instead.

Fewer workers in the office every day also tends to shrink the real estate footprint required. Expenses related to overhead, business meals and travel also drops as employees opt to work from home.

Professional development can benefit as well. After all, it is easier and less expensive for associates to participate in virtual depositions and client meetings than in-person ones.

Finding the Right Fit for Your Firm

Remote work is not a one size fits all proposition. Many remote workers struggle with the isolation and lack of supervision that comes with the hybrid schedule. Moreover, younger attorneys may find it hard to sustain mentor relationships, which may hinder their advancement within the firm. To mitigate this risk, firms can designate one or two days per week as in-office days when everyone must come in. Successful firms have found that work on those days should focus on collaboration, training and mentoring, rather than more solitary work that can be performed remotely.

Firm leaders may need training on how to manage in a hybrid work environment. Associates, in turn, should receive coaching on how to create and nurture vital relationships with partners and form appropriate work habits to avoid the pitfalls of remote work. Knowledge management systems can help them learn about such matters as the billing system and other essential software and tools.

Designing More Functional Office Space

Employing a hybrid model for your attorneys and staff allows for changes in office design. The main offices of hybrid firms tend to be used more for interacting with other staff than working alone at a desk.

Law firm leaders should consider shifting from a layout where people are holed up in their separate offices to a more open workspace with greater opportunities for casual exchanges. Likewise, you might set up “project rooms” for team collaboration instead of just dedicated workspace for individuals.

If you will be reducing your office space, consider “hoteling” systems. These allow staff to schedule the use of workspace for when they are in the office. There are several hoteling softwares that make it easy to book a workspace when in office.

Cultivating Your Culture

Hybrid work arrangements can generate resistance, resentment, confusion and controversy. For example, in-office workers may believe (often wrongly, according to studies) that their remote counterparts are not working as hard. Additionally, new employees may find it difficult to form connections with their colleagues.

Firm leaders must devote some forethought and time planning how they can foster bonds to cultivate and maintain the culture they want. Formal firm- or practice-wide team-building initiatives can help bring your staff together. Planning informal activities around in-office days, such as complimentary lunches, snack breaks and after-hours fun activities for people to get to know each other and build bonds. Many firms also incorporate community activities to bolster relationship building.

Cybersecurity Risks and Monitoring

The move to a hybrid work environment comes with mounting cyber risks spread out over your main office and numerous remote offices. Work with your CIO to understand the threats and budget for real-time threat monitoring on all devices used in and out of the office.

Require remote workers to update software applications on a timely basis (including non-work apps used on the same device as work apps). Finally, provide employees at all levels with ongoing training to identify and avoid phishing schemes. There are many security awareness programs that can be implemented so that employees are up to date on cybersecurity risks.

Making Adjustments and Assessing Success

A well-implemented hybrid work model is more than just a response to changing times—it is a long-term investment in the future of your law firm. By remaining adaptable and committed to continuous improvement, firms can overcome challenges while unlocking the advantages of increased employee satisfaction, streamlined operations and exceptional client service.

Regularly evaluating your approach and making adjustments ensures that the balance between in-office and remote work remains both practical and effective. With the right strategies in place, hybrid work can become a powerful tool, fostering a more engaged workforce and ultimately strengthening your firm’s ability to thrive in an evolving legal landscape.

For more information, contact Joy Long at [email protected] or 312.670.7444. Visit ORBA.com to learn more about our Law Firm Group.

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