Build a Positive Workplace Culture – It’ll Produce Better Results for Your Business!
Build a positive workplace culture in law firms by aligning values, authentic leadership, sharing information, and valuing all staff equally.
The Chartered Management Institute recently reported that a third of UK managers left their jobs because of a negative work culture, a truly staggering statistic. The issue of toxic workplace cultures is topical within the legal profession because the Solicitors Regulation Authority has warned law firms that they will clamp down on those firms that allow unsupportive, bullying, or toxic work environments and culture to exist.
Why does this matter? Well, apart from avoiding potential disciplinary action from the regulator, research has shown that businesses that have a positive culture with engaged employees outperform those businesses that don’t by up to 200%. So, with a proven link between a positive workplace culture and engaged employees and improved business performance, how do you build a positive culture in a law firm?
Changing the culture of a business isn’t something that can be done overnight, and there are lots of moving parts to the question. In my experience, however, there are 4 main elements to building a positive culture in a law firm.
- Values
The culture which exists in your firm comes from its values, but many firms haven’t identified what their values are, or if they have, the senior leaders pay lip service to them. If the senior leadership in a law firm behaves in a way that is inconsistent with the firm’s values, the workforce will see through it in a flash, which will result in frustration and cynicism building, counterproductive to creating a positive culture in the firm.
- Leadership
Leadership is about being able to inspire and motivate people. If you want to create a positive culture in your firm, its leaders must radiate positivity to the workforce. In a law firm, everything starts from the top, so it’s important to be authentic, adopting a “do what I do, not do what I say” approach to take your people with you along the journey.
- Share Information and Involve Staff
If you have a plan, make sure you share it with your staff – explain what you are trying to achieve as a business and their part in delivering the vision. Communicate openly and regularly using different communication methods – for example, Town Hall meetings for the entire firm; ask for a ten-minute slot and attend team meetings; write a blog for staff updating them on what’s happening across the firm.
- Value All Staff Equally Irrespective of Their Role
Whatever the values of your business may be, they apply equally to all staff throughout each department of the firm, not just the fee earners. Avoid anyone in the firm feeling less valued or second-class citizens because of the roles they perform, particularly on the business support side of the firm. Remember that if your people are doing their jobs in accordance with the firm’s values, they should be valued equally whatever their role in the firm.
Changing the culture within a law firm is no easy task, but the benefits that a positive culture with engaged employees brings are well documented. Building that positive workplace culture really matters and shouldn’t be something left solely to the HR team – it should be a priority for every manager in the business.
If you’d like to discuss any of the themes in this article, please contact me at ih@hopkinslegalconsulting.co.uk or give me a call on 0791 666 9095. I would be delighted to have a free, no-obligation and, of course, confidential discussion.