In TV and movies, law firms are usually depicted as having tough, competitive cultures. The accuracy of such portrayals varies widely, of course. But the fact remains that any practice can develop negative traits no matter how hard the partners try to keep things positive. Let’s look at a few telltale signs of a potentially troublesome culture:
Watch for red flags
Recognizing a firm culture tipping toward toxicity isn’t always easy — especially if billable hours are up and profits are strong. The chief danger is if you ignore it for too long, you could start losing valued attorneys, other employees or even clients. Some red flags to watch out for include:
- Overly strict billable hour requirements that ignore the well-being of attorneys and staff,
- Highly competitive working conditions that discourage knowledge sharing and encourage questionable behavior,
- Unclear or shifting criteria for partnership and other career advances, and
- Resistance to new technology and ways of doing things.
Sometimes, it’s unclear what came first: the dysfunctional culture or the inefficient workflows and outdated management practices resulting in a discordant work environment and plummeting morale. Whatever the case may be, don’t ignore the dangers of an unfriendly hierarchal structure, outmoded administrative processes, inefficient task delegation and moribund technology. Want to explore some ways to promote a more positive culture? Stay tuned for part two!