A law firm hybrid schedule that complements your firm culture

Hybrid and remote schedules are here to stay, and small law firms looking to attract new talent will benefit from creating a law firm hybrid schedule as part of their culture.

Hybrid schedules have become common

Recent surveys have shown that remote work has become the norm for lawyers. Both in-house counsel and attorneys at law firms report the ability to work remotely at least part of the time.

Legaldive reports:

“Roughly 63% of in-house counsel have schedules that include both remote and on-site work, according to a 2022 survey of more than 2,000 professionals.”

And, according to a survey of nearly 2,000 ABA members:

“The vast majority (87%) said their workplace allows lawyers to work remotely. About 30% of lawyers work from home almost all the time. Another 30% work in the office nearly 100% of the time.”

Many professionals today now expect the option of remote or hybrid work, and many people will leave their existing roles to find it.

The benefits of hybrid schedules for lawyers

Hybrid schedules appeal to many lawyers because it allows for choice and flexibility. While a lawyer may still log more than 40 hours per week, the ability to choose where that work happens allows for a better work-life balance.

Working from home on Tuesday to care for a child or wait for the plumber could mean a longer day in-office on Wednesday for client meetings and focused work. Having that flexibility means people have the power to manage both their work and personal responsibilities.

Lawyers who have worked remotely part time point to these benefits, and the data backs them up:

  • Higher satisfaction with work and life
  • Better work-life balance
  • Higher productivity (see the data)
  • Less burnout
  • More focus and concentration
  • Better time management and more impactful, focused meetings

In addition, hybrid work reins in expenses for both lawyers and their firms. Individual lawyers spend less money on their commutes and meals, for example, while law firms with hybrid teams can operate in a smaller office footprint.

Hybrid schedules for small and large law firms

Attorney at Work astutely points out that existing office lease terms may be a driver for law firms pushing for lawyers to work on-site:

“…one of the low-key drivers of the ‘get back to the office’ firms: how much time is left on the lease? These deals aren’t all public knowledge, but dollars to doughnuts says the firms most eager to have every office filled at once are locked in for the rest of the decade while the ones leaning into hybrid work are on the cusp of shaving a couple of floors off their ledger.”

For those larger firms locked into leases, creative approaches to maximizing that space could allow enough flexibility to offer hybrid work to associates. Subleasing space to non-competing firms, for example, could ease overhead costs enough to loosen the reins on their team’s schedules.

A smart approach to real estate and work schedules could positively impact a firm’s ability to attract and retain top talent.

For law firms of all sizes and stages of business, a hybrid schedule can help foster a law firm culture of trust and respect. When firm leaders give their people some choice over their schedules, they achieve greater buy-in.

Even independent attorneys who operate solo law firms can benefit from a hybrid schedule. Working from home some days allows for more personal time, and working in an office some days creates structure and focus.

Building a culture of trust with hybrid schedules

Here are some tips to consider as you begin to craft your firm’s schedule:

  • Think outside of the traditional office. Shared office and coworking spaces offer the perfect blend of flexibility, affordability and professionalism. These spaces can work for one person or large teams and many include private office space in addition to open desks.
  • Determine when you and your team need to be on-site. Client meetings and collaborative work call for face-to-face time in a professional setting. Create some structure around your expectations for associates’ on-site time.
  • Offer choice and flexibility. If you have a larger team, allow them to choose their in-office days. Create a staggered schedule that allows you to maximize your office space.
  • Update technology. For any remote teams, secure and reliable technology is key. This article from Clio offers some advice for setting up a secure VPN and accessing documents remotely.
  • Convene online and in-person. Determine how often you need staff meetings and which ones need to happen in person. For casual, touch-base conversations, create structure around video conferences and team collaboration tools like Teams or Slack.
  • Lead with trust. Perhaps the most important step is to trust your people to do their work. Micromanaging remote workers will not do much for morale, so learn to measure productivity in less intrusive ways.

A final note on trust. As this writer observes, any hybrid schedule needs to blend with a law firm culture of mutual respect:

“If a hybrid plan isn’t about empowering attorney flexibility, then it’s not really a hybrid plan — it’s a mandatory attendance policy dialed back to three days out of necessity to keep up with competitors offering real hybrid work.”

As the legal profession continues to evolve, we hope more lawyers will find deeper satisfaction in their work. Part of that satisfaction comes from the opportunity to create a better work-life balance.

To learn more about LawBank’s shared office spaces in Denver and Las Vegas, reach out to us.