The legal sector is at a watershed. Even though work from home was not unheard of prior to the pandemic, it was suddenly forced upon legal businesses almost overnight, and the workforce generally accepted it well. Associates and employees value working remotely, citing the convenience of working from home and the lack of a commute as two of the many aspects that contribute to a better work-life balance.
It’s crucial that we recognize the demand for hybrid working methods and legal practice management software as law firms navigate our post-pandemic era. At the start of the pandemic, legal firms were frequently compelled to switch to a new working environment overnight. However, many law firms are still grappling with hybrid working methods and finding operational efficiencies that enable employees to be effective while also increasing profitability.
In this article, we will cover how to use hybrid working models, legal practice management tools, and cutting-edge procedures to deliver world-class client experiences which retain and attract new clients while streamlining your operations.
Different types of hybrid work models
Hybrid working models, in contrast to traditional ones, are intended to be adaptive to any type of business. Employees and organizations can benefit from hybrid work in all respects. With the use of law practice management software, which connects the whole firm to every case both online and offline, working remotely provides lawyers and organizations the freedom to decide how, when, and where they work. Moreover, employees can continue to gain from face-to-face supervision and interaction by spending a minimum of one day every week in the office.
There are 5 alternative hybrid working models that you can start implementing at your law firm, ranging from solo and small firms to big law firms.
1. Office First
It is the most traditional approach to the Hybrid work model. In this model the employees are expected to spend most of their time in the office while remote working remains an exception or perk.
2. Split-Week
It is by far the most prevalent hybrid working model; it permits a set period of time during which all staff members may work in person or remotely. For example, staff working in-office from Wednesday through Friday while working remotely on Monday and Tuesday.
3. Week-by-Week
This model allows employees to switch between in-office and remote work weeks throughout the course of the month. This strategy is commonly used by law firms to assign workers based on business demands or busy seasons.
4. Designated Hybrid Teams
This model allows certain teams to work remotely while others work in-office, depending upon the tasks assigned to them.
5. At will and Remote-first
This hybrid-working model facilitates co-working spaces wherein the staff prioritizes working remotely over in-office.
Which Hybrid-working model is best for you?
The hard part after identifying the various hybrid working model types is figuring out which one is ideal for your company. It will require some strategic planning, but it’s crucial to begin by assessing the condition of your workspace. This can be done by posing a few straightforward questions to yourself about your team and how the model would contribute to their performance while establishing procedures that increase organizational effectiveness. For example, is your staff comfortable working remotely? are there any geographical barriers? what would it mean for your firm financially? etc.
You can start experimenting with the model once you have a general understanding of your law firm’s needs and those of your workforce. As we previously discussed, hybrid working models are made to be flexible. It’s crucial to test the model first, then assess how well it works. Your firm will be able to develop a more long-lasting hybrid working environment if you incorporate this experimentation phase from the start.
Benefits of using legal management software and hybrid working models.
Hybrid employment can present several difficulties, such as employee isolation and a difference in work cultures between remote and office workers. However, law firms that are open to trying out a hybrid work model note the benefits listed below.
1. Increased Productivity
The absence of a commute not only reduces employee stress but also has a positive impact on productivity. Consider a bank survey done by Wells Fargo Private Bank. According to the survey, a shift to remote work was followed by a 10% increase in attorneys’ average billable hours in big law. One argument is that the time that was earlier used for commuting is now used for billable work. Moreover, the absence of office distractions fosters a work atmosphere favorable for critical and burdensome tasks necessary in the legal sector.
2. Higher Job Satisfaction
In the law sector, it’s not surprising that increased employee well-being, fewer office distractions, and higher levels of focus and productivity have resulted in increased job satisfaction. Remote employment has also improved work-life balance and improved well-being. According to both attorneys and staff, there is lessened or no longer any commuter-related stress. A happier workforce results from the fact that remote workers typically have more control over their working environment.
3. Reduced Expenses for Firms and Employees
Shifting to a hybrid-working model will not only bring savings to the organization in the form of reduced operational costs but will also save the employees money on commuting costs, office meals, office wardrobe, etc.
How to adopt a Hybrid work model?
1. What do your employees want?
Recognize the interests of your employees better in order to create a successful hybrid work model. How would you go about doing that? You can learn more about your employees’ perspectives on hybrid work by sending them surveys. But make sure to include inquiries about the preferred work environment. You can better grasp the demand for and adjust the work model by analyzing the survey’s results.
2. Develop your firm’s infrastructure
Work that is both on-site and remote is referred to as hybrid work. To accommodate hybrid work, you must invest in the appropriate technologies, such as client communication software and on-site video conferencing hardware. Establish office timetables to control traffic. You might, for instance, permit employees to work on specific days of the week or according to their own schedule.
3. Invest in company culture
Invest in initiatives that excite your staff, including gamifying some of the onboarding processes at your business. To organize virtual team-building exercises where you may design an experience for a hybrid practice, based on your company’s core principles, you can use tools slack.
4. Continuous feedback
It’s crucial to incorporate continuous feedback from your staff as you create the optimal hybrid model for your firm. Employees should receive quarterly feedback questionnaires and a platform to express their opinions. Your hybrid workplace will be improved as a result of this feedback.
Frequently Asked Questions
Conclusion
Although the pandemic drove lawyers to adopt remote and hybrid employment, they found significant benefits and sustainability in these working modes. Higher productivity, work-life balance, workforce demand, and client happiness are among the key advantages cited by lawyers.
It’s essential to emphasize that these advantages would not be possible without the aid of technology, such as law practice management software or LPMs. Since lawyers may work from anywhere, the work-life balance that is generally a challenge in the fast-paced legal sector is enhanced.
