This blog post provides guidance on increasing and maintaining employee engagement in law firms, drawing insights from episode 31 of Hearsay the Legal Podcast.
Research has shown that law firms have difficulty engaging staff which adversely impacts their ability to retain staff. In 2011 global consulting firm BlessingWhite published a comprehensive report that examined the dynamics of employee engagement around the world, revealing that less than one-third of employees surveyed, across all industries, feel engaged.
In the legal sector, research by professional services firm AON shows that law firms are facing a potential retention and happiness crisis, lagging behind other industries significantly in terms of employee engagement. This report also found that engagement levels varied significantly between different roles, with more junior lawyers feeling less engaged than more senior lawyers. Engaged employees don’t just perform well—they bring dedication, reduce turnover, and enhance team morale. For practice managers, creating a culture of engagement can be the key to retaining talented lawyers and support staff. Here are nine actionable ways to foster engagement at your law firm.
The insights provided to you in this blog post is from Multicultural NSW’s Breda Diamond’s episode on Hearsay the Legal Podcast.
Breda appears in episode 31 of Hearsay, where she shares her experiences and imparts her wisdom on fostering higher employee engagement and motivation in law firms.
1. Encourage Manager-Employee Connection
Research highlights the role of immediate managers in driving engagement. Employees often leave managers, not companies, due to a lack of connection and understanding. Practice managers can support team leaders by encouraging regular check-ins, open-door policies, and even informal catch-ups. Small gestures like recognising achievements or asking about weekend plans can build rapport and increase accessibility.
2. Set Up Feedback Loops and Act on Input
Feedback is essential for engagement. Establish regular channels where employees feel comfortable sharing their thoughts—whether through surveys, focus groups, or one-on-one meetings. Importantly, act on this feedback. Letting employees know their voices are heard and valued fosters a sense of ownership and inclusion, which leads to an increased investment in the firm’s goals.
3. Emphasise Purpose Beyond Billable Hours
Particularly for junior staff, the relentless focus on billable hours can feel like an endless cycle. Practice managers can shift this perspective by aligning employees’ roles with a greater purpose. Encourage teams to see how their work impacts clients and shapes the firm’s reputation. Sharing client success stories and celebrating contributions that go beyond billing can help employees feel a stronger connection to their work.
4. Foster Team Cohesion and Collaboration
Pseudo-engagement—where employees are engaged with their work but not with their colleagues—is a common issue. Combat this by promoting team-building activities and cross-departmental projects. Establishing a collaborative atmosphere where lawyers, paralegals, and administrative staff interact regularly helps build trust and camaraderie, which is vital for high engagement levels.
5. Prioritise Mental Health and Work-Life Balance
Legal work is inherently demanding, and burnout is a real risk. Managers can make a significant impact by advocating for a healthier work-life balance. Encourage realistic workload expectations, regular breaks, and flexible hours where possible. Providing resources such as wellness programs or mental health days can signal to employees that their well-being is a priority, which, in turn, enhances engagement.
6. Provide Growth and Development Opportunities
Engaged employees are often those who feel they are growing professionally. Offering clear paths for advancement, skill-building workshops, and mentorship opportunities can be a game-changer. For instance, pairing junior lawyers with mentors for career guidance or introducing skills training sessions in areas like negotiation or client management can renew enthusiasm and encourage career-long learning.
7. Recognise and Reward Discretionary Effort
One hallmark of engagement is discretionary effort—employees going above and beyond their minimum requirements. Recognise these efforts publicly and consistently. Simple gestures, like a monthly spotlight on a team member’s achievements or firm-wide acknowledgment of a group’s hard work, can boost morale and show that extra effort is valued. A culture of appreciation is often contagious, inspiring others to also go the extra mile.
8. Cultivate a Culture of Accessibility and Transparency
The hierarchical nature of law firms can create barriers to engagement, particularly when junior staff feel disconnected from partners. Practice managers can help mitigate this by fostering a culture of accessibility. Encourage partners and senior staff to be more visible and approachable, perhaps through open-office hours or informal “coffee chats.” Breaking down these barriers can make junior staff feel more invested in the firm and its leadership.
9. Encourage Diversity and Inclusion
Engagement flourishes in an environment where everyone feels respected and valued. Law firms are increasingly recognising the need for diversity in their teams, not only for ethical reasons but for practical ones too. Studies show that diverse teams are often more creative and engaged. Establish inclusive hiring practices, support diversity initiatives, and ensure all employees feel seen and heard. This can help create an environment where people feel they truly belong.
