Top tips for legal firms managing a hybrid workforce

In recent years, the way businesses operate has completely changed, with many taking a far more digital-first approach.

The legal sector is no different, with the majority of firms attempting to implement a hybrid approach in a bid to meet the demands of a modern workplace.

However, while countless firms have tried to adopt a more “flexible” approach, the shift to a hybrid way of working has been gargantuan, requiring a complete overhaul of traditional practices and an investment in new technologies. 

The impact of this shift is felt by many, with those firms operating via a hybrid model struggling to maintain company culture and employee engagement.

Fear not! If your firm is struggling with hybrid workers, you're in the right place. In this blog, we cover three handy tips for ensuring a thriving hybrid environment.

1) Upskill your managers

People don’t tend to leave bad jobs, they leave bad managers.

However, “bad management” is somewhat of a grey area.

There are now plenty of new skills that weren’t required to the same extent five years ago to manage remote workers successfully.

Note: areas such as prioritising team learning, offering useful feedback and facilitating discussion form the backbone of good management. 

Ask yourself: is a manager “bad” or do they simply require upskilling and support when handling a hybrid team?

To accommodate the needs of those working from home, perhaps managers need to become more competent with technology to better support their team or they require an updated approach to communicating through primarily digital methods. 

If there is someone in your firm who is great at managing remote workers, request that they lead a training session in which they share their best practice and tips.

A wide array of training, guides and webinars are also available online for managers to self-serve their learning.

Additionally, survey your staff (cloud HR software often comes with survey functionality) to determine if staff are happy and if not, what the reasons are – managers can use this feedback to make quick and meaningful changes. 

More content: Hybrid working - does it have a future?

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2) Optimise your onboarding

For most people, starting a new job brings with it a reasonable amount of anxiety.

Now, joining a new firm as a remote worker, where you simply get your equipment, log in and are expected to go is, as you can imagine, even more daunting.

While many firms will set up virtual meetings for the new hire with relevant stakeholders, the onboarding process still tends to lack the personal touch and hands-on training that traditional, in-person onboarding offers.

The results? Slower ramp-up times, feelings of isolation and disengagement.  

To tackle this issue, investment in good HR software is vital.

With good software, you can offer a personalised onboarding portal that:

• Welcomes new starters to the team
• Outlines what they need to do
• Houses all the necessary documentation
• Gives them plenty of opportunity to engage before their first day

Creating a welcoming digital environment with clear, accessible, important orientation materials is vital to ensuring your new starters can hit the ground running.

Top tip: ensure your line managers set up regular virtual check-ins to not only provide guidance and support but also ensure new starters have someone they can regularly communicate with. During these check-ins, also encourage feedback so problem areas can be quickly addressed.

Additionally, for those with predominantly remote teams, if feasible, try to organise an in-person team activity, whether that’s a day in the office collaborating, meal out or team building activity.

In today’s digital world, where workers are spread across the country, it isn’t always easy to organise an in-person get-together, but it’s incredibly beneficial for team bonding, especially when there are new members.

Free guide: How to Optimise the Employee Lifecycle in Legal Firms

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3) Maintain frequent communications

It’s easy to feel isolated when you’re working from home.

If not tackled, these feelings of isolation can quickly become a negative mindset which can severely impact engagement, satisfaction and productivity. 

To help keep staff connected on a macro scale, a great starting point is to update your workforce on the latest news in your firm.

Ways to communicate the latest news with staff, include:

• Sending newsletters
• Hosting update meetings
• Firm-wide communication channel (think Microsoft Teams and Zoom)

Top tip: you can also utilise HR software to analyse your people data, including staff sentiment, performance and absences, making it far easier to spot disgruntled employees or teams.

On a more day-to-day basis, look to create a culture of communication where everyone feels empowered to collaborate.

To cultivate this type of environment, start by creating spaces where everyone can easily contribute, whether that's through virtual brainstorming sessions, shared digital workspaces or team group chats.

How legal firms can tackle their biggest HR challenges

Managing a hybrid workforce was just one of the challenges that our research uncovered.

In recent years, legal firms have seen their workplace face cataclysmic change, which has brought about many issues that need addressing.

However, with some careful consideration, firms can easily tackle these issues and create a thriving work environment.

Our recent guide not only offers more tangible advice on managing a hybrid workforce but also covers a range of other big issues and how to tackle them.

Download the FREE guide to tackling HR challenges here.