During the beginning of the pandemic, many law firms were left with no choice but to offer remote options for their employees, a practice that was never considered possible for many attorneys and legal professionals back in the day. However, as we enter the Fall of 2022, employers are scrambling to get employees back in office for good.
WHAT’S HAPPENING
The issue here is a combination of younger professionals refusing to return to the office full-time, and seasoned employees that feel that the hybrid/remote model is unfair. The result? The perfect formula for a tug of war of returning to the office.
Many hiring managers and firm administrators have noticed the change in attitude of employees accustomed to remote work environments. Because of this, many have noted a lack of productivity in performance and an increase in the “I’ll see if I can make it” attitude. Although not all professionals have this mindset, it has certainly created a lot of tension and call for action in the workplace.
Although the pandemic was a nightmare for many of us, it has certainly become a learning experience for managers across all industries. The legal field has always been and will continue to be a more conservative environment despite the push to improve work-life balance and promote flexibility.
Since 2020, hiring managers can confirm the increase in demand for employee benefits for pre-existing employees and new hires. Higher pay, flexible working hours, and options to work from home have all become extremely important talking points. While this is commendable for many legal professionals to negotiate and improve their well-being, it has led many decision makers in firms to experience burnout themselves.
FOR EMPLOYERS
So what will we agree to settle on? Without a doubt, employers must adapt to the changes we have experienced throughout the years. If their competitors have been able to evolve, so can they. In order to stay relevant and have a competitive edge, it’s important to offer some type of flexibility in the workplace and hybrid work options.
Yes, it is shocking that we have made a giant leap from having attorneys drive long commutes and often work late nights in the office to now comfortably working from home full-time in sweatpants. Moving forward there will be comprises on both sides of the spectrum, but “meeting in the middle” will look different for all firms. Although many hiring managers may be reluctant to continue offering working-from-home options – it is important to make sure in-office time is valuable and beneficial to their team. This means having meaningful and productive meetings and creating an environment where staff can genuinely thrive.
FOR EMPLOYEES
In this day and age, a legal professional has more of a say in what they want in their work-life balance. While this is a noteworthy milestone for everyone, not every employer will be able to meet these expectations. With talks of an upcoming recession, it is critical for legal professionals in the job market to be mindful of what they negotiate. New hires that cost the most to maintain are likely to be among the first to be let go, and job openings may dwindle down due to fewer funds available for hiring. This is not intended to discourage anyone from negotiating a wonderful and well-deserved deal, but as a caution for those tempted to make a drastic decision during these times.
At the end of the day, law firms do indeed need to evolve in order to maintain a happy staff and attract competitive talent. Even though things may feel like they are back to “normal,” they certainly never will be. The impact of the pandemic has made many improvements to work models for businesses, and as time goes on they will continue to change. Job seekers and legal professionals alike should feel confident in their current roles but be mindful of what law firms are realistically able to offer. No one wants to be stuck in a situation where they regret resigning from their previous role, so caution is advised during this time.