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Within the wake of the pandemic, large law firms have successfully transitioned from distant work to hybrid office attendance policies. Despite initial fears, a recent study by Thomson Reuters shows that the law firm’s employees accepted this policy with enthusiasm. The survey, which included responses from greater than 350 employees at greater than 100 large law firms, sheds light on the impact of those changes on worker satisfaction and engagement within the office.
Key survey results: Worker satisfaction and office attendance
In accordance with the survey, greater than half (57%) of employees of enormous law firms are “satisfied” with the office attendance policy. One other 29% are “neutral” and only 13% are “dissatisfied” with the mandates. This positive reception counters initial concerns in regards to the strict return-to-office policy.
Bill Josten, strategic content manager at Thomson Reuters, emphasized that many law firms don’t implement full-time paperwork. As an alternative, they’ve adopted a more flexible policy, allowing employees to search out a balance that works for them. This approach has been well received, and Josten noted that lawyers appreciate the balance these rules provide.
Greater engagement within the office
Interestingly, large law firms are seeing greater engagement within the office than expected. While 71% of survey respondents said their firms require them to be within the office a minimum of three days every week, a surprising 46% of respondents selected to be within the office 4 or more days every week. This exceeds requirements, indicating a better level of comfort and acceptance of the hybrid model amongst employees.
Laura Terrell, an executive coach and former Big Law partner, mentioned that gradual transition and adaptability played a big role on this acceptance. Employees who relocated from metropolitan areas in the course of the pandemic got time to adapt, making the transition smoother.
Enforcing attendance rules
Though some firms threatened to withhold bonuses based on attendance, most respondents (95%) said enforcement was “passive” or “moderate.” Only 5% said their firms were “aggressive” in enforcing office attendance. This gentle approach likely contributed to high levels of satisfaction and acceptance amongst employees.
The longer term of hybrid work in law
Great colleagues and law partners appear to have accepted the brand new office routines. The study shows that any significant changes to current hybrid working arrangements are unlikely to disrupt the balance that employees are accustomed to.
In summary, large law firms have found the right solution to hybrid office attendance policies. These policies provide flexibility and moderate enforcement, resulting in high worker satisfaction and unexpected levels of engagement within the office. As firms and employees proceed to navigate a post-pandemic world, a hybrid model appears to be a sustainable and effective approach for the legal industry.