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Although some firms still push back against it, hybrid work arrangements are here to stay for professional services. In the legal sector, only 30% of lawyers are based in an office full-time.1
With the difficulty in attracting and retaining lawyers during a shortage of law school grads and increased demand for services, building flexibility into your working model can help your firm stand out as a desirable employer. Lawyers want remote work options, particularly among younger generations—44% of whom note they’d change jobs if offered more flexibility.2
The key takeaway for establishing a hybrid work model is deliberation. Firms that plan carefully and utilize efficient tools and work practices can leverage hybrid teams to build a stronger talent base, improve productivity, and lower costs.
A hybrid model comes with challenges that can be turned into opportunities. One study showed that splitting time between the office and remote work can provide the in-person interaction needed to solidify legal team and client relationships while boosting productivity by as much as 55%.2
Hybrid models intrinsically alter legal teams’ communication styles and levels. You’ll see:
The before and after of developing a hybrid working environment isn’t a story of loss—rather, it’s about recognizing opportunities and adapting to change. For example, case notes and strategy development communicated in writing within designated methods can contribute to better recordkeeping, more efficient autopsies, and more clarity around individual contributions.
Like communication, collaboration opportunities can suffer if you switch to a hybrid model without adapting how your teams connect. Ad hoc and casual collabs are less likely for those across the country vs. the hallway when it comes to:
The synergy that develops naturally in one location when individuals, departments, and clients mingle needs to be more intentionally scheduled and provoked with remote partners.
There are multiple ways to adopt a new or improve a current hybrid work model. Firms can foster teamwork if they:
One conservative study found the lawyer burnout rate among attorneys to be near 28%, but many surveys return much higher numbers, such as a Massachusetts result of 70 – 88% burnout broken out by demographics.3,4
Hybrid work doesn’t automatically alleviate or exacerbate stress and dissatisfaction, but it can be part of a deliberate shift in work structure, focus, and policies that reduces burnout causes by:
When it comes to recruitment, whether your firm embraces hybrid work or demands on-site attendance is a key factor in attracting top legal talent. It impacts:
Too often, discussions about hybrid work reduce it to a ‘carrot’ to attract or reward employees. However, it can also achieve objective and significant benefits for firms. Consider:
Implementing this change and achieving success with hybrid teams does still require effort. Shifting to hybrid work means rethinking more than just meeting rooms—you’ll need to find new approaches to:
When implemented with care, hybrid work models can be a win-win for employers and employees. Potential benefits include improved efficiency, higher employee satisfaction and engagement, and a stickier firm when it comes to attracting and retaining top-tier lawyers.
The legal recruitment experts at E.P. Dine understand how to position your firm to secure legal talent. Working with you, we tailor a recruitment plan based on your firm’s needs, goals, and culture. Our 40+ years of experience, technology utilization, and unparalleled network of new and seasoned lawyers allow E.P. Dine to find the best fit for you.
Connect with us to learn more about how we leverage our deep recruiting network and expertise to find the right fit for your firm.
Sources:
At E.P. Dine, we are committed to delivering content that is not only relevant and insightful but also rooted in professional integrity and expertise. To achieve this, every article published on the E.P. Dine blog undergoes a meticulous review process by qualified professionals with deep knowledge and experience in the legal field and legal recruitment.
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