As hybrid work continues to shape the the way we work, law firms in the UK face unique challenges in maintaining productivity, communication, and collaboration.
Joanna Gaudoin joined us on the LFMC Podcast earlier this year and offered insightful advice on overcoming these challenges while maximising the benefits of flexible working. Here’s how law firms can thrive in a hybrid work environment.
Here are some of her top tips from our conversation...
Focus on output, not time spent
Traditional measures of productivity, such as hours in the office, are becoming outdated. Instead, law firms should evaluate productivity based on outcomes. In many cases, working from home allows employees to focus better, free from the distractions of office life. Leaders need to prioritise results over presenteeism, creating a culture where trust and flexibility are central.
Enhance team communication
Clear and consistent communication is crucial in hybrid work. Regular check-ins are essential to understand workload, capacity, and support needs within teams. Use these touchpoints to ensure alignment on tasks and goals. Technology can help bridge the gap by keeping everyone updated, but firms should also establish clear frameworks for how and when team members communicate.
Address meeting overload
Meeting fatigue can be a significant issue in hybrid work settings. To combat this, schedule meetings only when necessary and limit participants to those who truly need to be involved. Clarify the purpose of each meeting and the roles of attendees to ensure time is used effectively. Where possible, challenge the default one-hour slot and consider shorter, more focused sessions to keep engagement high and discussions efficient.
Combat disconnection in hybrid settings
Hybrid work can create a sense of disconnection among team members. It’s essential to foster a strong team culture by combining work-focused and social interactions. Whether through virtual coffee breaks or in-person team-building activities, law firms should prioritise opportunities for employees to connect informally. Spontaneous interactions can spark collaboration and foster a sense of belonging, even in a flexible working model.
Mitigate bias towards in-office employees
In hybrid work environments, there’s often an unconscious bias towards those who are physically present in the office. This can lead to unequal access to development opportunities or decision-making processes. To address this, ensure remote employees are included in discussions and projects. Building relationships with team members who work remotely requires intentional effort, but it is critical to maintaining a level playing field.
Adapt to changing work dynamics
Hybrid work isn’t static; it evolves over time. For law firms, this means regularly reviewing and adjusting practices to balance firm-wide expectations with individual employee needs. Junior employees, in particular, benefit greatly from in-office collaboration, where they can receive mentorship and guidance. Firms should aim to align schedules to ensure junior staff have access to senior colleagues when in the office, preventing feelings of isolation.
Create value-driven office days
Office days should be purposeful. Avoid requiring employees to commute just to attend virtual meetings. Instead, focus on activities that benefit from face-to-face interaction, such as brainstorming sessions, client meetings, or training workshops. By prioritising in-person collaboration, firms can maximise the value of time spent in the office.
Support employees with tailored approaches
Hybrid work often obscures signs that employees may need support. It’s crucial for leaders to take the time to understand individual circumstances and challenges. Feedback, particularly on sensitive topics, should be given in person whenever possible. This ensures clarity, understanding, and the opportunity for open dialogue.
Encourage productivity and flexibility
Building a culture of trust is essential for hybrid work success. Allow employees to manage their schedules in a way that aligns with their work needs and personal responsibilities. Encourage them to evaluate the necessity of meetings and focus their time on high-value tasks. Flexibility fosters a more engaged and motivated workforce while maintaining productivity.
Hybrid work is here to stay
The hybrid work model presents both opportunities and challenges for law firms. By focusing on clear communication, fair treatment of all employees, and purposeful leadership, firms can create an environment where employees thrive, regardless of their location. Joanna Gaudoin’s advice offers a roadmap for law firms navigating the evolving world of hybrid work, helping them to balance flexibility with productivity and build a culture of trust and inclusion.
By implementing these strategies, law firms can not only address the challenges of hybrid work but also harness its potential to create a more dynamic and adaptable workplace.
Listen to Joanna's episode here.
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