Small changes can make a big difference in shifting your employees’ mindset.
At a time when law firms are looking for new ways to address changing markets and shifting client expectations, much of the recent conversation has centered around things like legal technology, increasing productivity and maximizing efficiency.
While these concepts are certainly a key element of the progress firms must make, many firms overlook the opportunity to address a fundamental theme that’s crucial for continued growth and development: employee morale. It’s no surprise that spending time and resources to address the mental and emotional wellness of employees results in a net positive for firms. The quality of day-to-day interactions and the culture that exists inside firms help to shape the creativity, longevity, productivity, confidence and enthusiasm of all members of a firm, attorneys and staff alike.
Although building morale and creating a positive workplace culture is not a snap-of-the-fingers undertaking, an extensive budget and elaborate plans are not a prerequisite to making significant changes. When it comes to morale, it turns out that small practices executed consistently over time can lead to meaningful changes for your firm.
If you’re feeling like your firm culture needs adjusting, start with this: focus on the basics. Here are a few simple concepts that can help you get started.
Like many things, improving morale starts with a shift in perception as to what actually is at the root of improved morale — and how you’re going to go about focusing on those aspects with intention. Rather than functioning on the assumption that things like money, bonuses, perks or more vacation time are the ultimate motivator, spend time promoting some of the concepts below and building the things that matter to your teams.
When it comes to morale, it turns out that small practices executed consistently over time can lead to meaningful changes for your firm.
If you don’t know where to start, one of the best ways to learn what your teams really need is to simply ask. Start a conversation by asking what you or the firm could do better, and commit to trying some of the suggestions you receive. It’s important for the members of your firm to feel like their opinion is being heard and considered.
In the absence of any praise or feedback, employees will assume that their efforts are going unappreciated or unrecognized — and many supervisors fail to realize the significant impact that simple acts of gratitude can have on those they work with. Simple things like saying thank you or telling someone how their efforts positively affected a case or matter can be valuable motivators for your team and can be accomplished in a matter of seconds. Capitalizing on opportunities to demonstrate gratitude will also prevent the stagnation and lack of effort that comes from feeling like your efforts have gone unnoticed.
Like many things, improving morale starts with a shift in perception as to what actually is at the root of improved morale — and how you’re going to go about focusing on those aspects with intention.
Your efforts to define success and focus on the incremental progress your individuals and teams accomplish can also be a driver for increased morale. Studying the performance of workers inside organizations, researchers Teresa Amabile and Steven J. Kramer have written extensively on the power of small wins throughout a workday. As Amabile and Kramer pointed out in the Harvard Business Review:
“Of all the things that can boost emotions, motivation, and perceptions during a workday, the single most important is making progress in meaningful work. And the more frequently people experience that sense of progress, the more likely they are to be creatively productive in the long run.”
Amabile and Kramer’s work underscores the importance of taking time to outline what success looks like for your firm, your employees and your teams, and for identifying milestones that everyone can work toward. The sense of progress that comes from working toward those goals can have a positive impact on day-to-day motivation and spur a deeper connection with their work.
A close relative of focusing on progress is acknowledging wins. In fast-paced law firm environments where the next case always needs attention, there never seems to be much time to focus on accomplishments. But a key part of boosting morale is taking time to acknowledge wins — both on a small and large scale. It could take the form of sending out an email or writing a short handwritten note congratulating an individual or your team on a job well done. (Remember: This praise need not wait until a deal is done or a case is won, either — small victories can and should be celebrated, too.) It also could mean acknowledging individuals at firmwide or all-hands meetings where the entire organization gets to celebrate the accomplishments of their peers.
Look for opportunities to go out of your way to give someone credit for a job well done. In the law firm setting, attorneys are often the only ones who are acknowledged for “winning” cases or landing big clients. But staff and junior associates play an integral role in these accomplishments, too, and making sure to give credit to everyone who contributed helps cement a sense of community.
Consider the value that comes from investing in tools and technology that support the work of your teams — particularly areas that are consistent pain points.
Consider the value that comes from investing in tools and technology that support the work of your teams — particularly areas that are consistent pain points.
“By automating routine cognitive tasks like document review, associates can focus on work that is more meaningful to them while simultaneously providing better service to their clients,” says Peter Wallqvist, Vice President of Strategy at iManage, a company that provides document and email management software to legal professionals. “Automating mundane tasks serves the dual function of streamlining your work while also getting your teams back to focusing on work that is more meaningful and fulfilling.”
Look for opportunities to improve the day-to-day work experience of your teams by investing in tools that help them do their job better.
Always put things on the calendar that your office can look forward to. A natural sense of excitement and motivation builds when we know a reward or a fun event is coming soon. Look for opportunities to rally your office behind the shared excitement that comes from these opportunities.
Here’s the main takeaway: investing in employee morale is at the heart of the short- and long-term growth and development at your firm. If you’re looking for ways to address turnover, low productivity and underperformance, consider the value that comes from shaping a culture where morale is one of the highest-level priorities.