Cohesion’s Post

Looking ahead to 2025: Lawyers are getting more billable hours out of their workweek when they spend one or two days working remotely, according to recent Bloomberg Law survey results. Law firms that enact full-time return-to-office policies in 2025 might not see a corresponding rise in lawyer efficiency. Curious as to why? Read more of my analysis about billable-hour efficiency rates and work environments as part of Bloomberg Law's 2025 look-ahead articles. #RTO #remotework #legalprofession #lawfirm

An interesting article from The Times on the affects of home working vs performance: "WFH could affect performance reviews at City law firm" 📊 What is your stance on the WFH debate? #remoteworking #hybridworking #workfromhome

Does your law firm offer remote work options to attract the best talent? 🏠⚖️ A national survey by the American Bar Association shows most lawyers want the flexibility to work from home. Partner with an IT provider that specializes in law firms and makes remote work seamless and productive. Learn more at https://www.tcgway.com. #TheComputerGuy #RemoteWork #LawFirmTech #ITSupport #FlexibleWorkspaces

Most law firms are afraid of remote work... But why? It’s very simple: Because it challenges a lot of the principles in which the work around the office is established. However, this fear is slowly fading away, as more firms start to realize what they’re missing out on. But if you work for a law firm my advice is not to wait till everyone is on it for your firm to act. Later is late. Now is the time. #worksmart #remotework #teamwork #remotetalentsolution

⚖️ The legal profession is transforming as law firms shift from traditional office setups to embrace flexible hybrid work models, modernizing their approach to work. This change aims to boost work-life balance, attract talent, and expand reach, prompting a redesign of office spaces and better tech integration. Challenges include maintaining collaboration and managing space efficiently. Interested in the future of legal work? Read the article from C&M Legal Search! https://lnkd.in/dB6zYZ8M To learn more about how Belt Software helps law firms in hybrid work visit our website: https://belt.ai/ #industrynews #legal #lawfirms #hybridwork #worklifebalance #challenges #beltsoftware

Many firms continue to struggle with implementing effective hybrid working practices. Check out my latest Blog which draws on interesting data from the Nat West Legal Survey on the subject. #fractionalceo #experiencecounts #lawfirmmanagement

Rebecca Strauss and Sarah Willey discuss common problems with remote work, and solutions to those problems, in this episode of Employment Lawyers Talk Off the Clock. Watch: https://lnkd.in/gjPq4_tn #MJEmploymentLaw #MJLaborLaw #WomenofMJ

What a joy to speak with my former Paul Hastings' colleague, Laura Terrell, on her podcast, Big Law Life. On this episode, we talk about how Husch Blackwell's innovative virtual office, The Link, has positively impacted my ability to balance practicing law with family responsibilities and to pursue my passion project of coaching mid-career female attorneys to get clear on what an authentic career looks like for them - one in which they find ease and joy, feel inspired, and know they are contributing to the world using their unique gifts. Enjoy the episode and check out Laura's other episodes for all things Big Law! #biglawlife #remotework #teamHB #careercoaching

Anand Ranchhod and I delivered a presentation at a Practice Managers conference last week ahead of LawFest. We discussed how a firm can best place themselves in the market to better attract and retain legal professionals across the sector. Anand and I broke this down further and spoke to the different drivers and motivators for lawyers compared to support members. One of the main points we have been noticing in legal support, which is affecting retention, is around support and admin staff not having enough flexibility or hybrid work opportunities in their roles. We chatted around how a consistent approach would ensure that there is less animosity between support staff members e.g. if one support staff member gets a work from home day, then there should be consistency with other support team members. To make this work for firms, the leadership team could look at what hybrid and WFH models could be put in place to ensure work still gets delegated and delivered when these team members are working remotely. This might involve a shift in how fee earners work when a support or admin member is working remotely for the day. What I enjoyed most was the collaboration amongst those Senior Leaders and Practice Managers that attended and the open conversations we had in sharing, what and how they try to implement this in their teams as well as collectively coming up with solutions for those that have struggled with successfully implementing this in their firm. I would love for you to share in the comments below some successful examples of hybrid, flexibility and WFH models you have experienced in the legal sector.

Few, if any of the SE AMLAW 200 law firms mandate in-office time for their attorneys beyond the #hybridworking scenario of three days in the office. What many do is to encourage their attorneys to be in the office more often for client demands; mentoring; culture; learning; advancement; etc. At many firms, the amount of time an attorney is "required" to be in the office is wholly dependent upon their seniority, with more junior attorneys required to be in more days. The thought process behind that is that these are the attorneys who can gain the most from an in-office presence. Bottom line, office presence is a firm-by-firm, office-by-office and practice-by-practice decision, across the industry, and is likely to remain such. #hybridworking #RTO #returntotheoffice #remoteworking