How Do Leaders Build The Best Teams?

In the dynamic and competitive landscape of the legal industry, we all understand that retaining and motivating talented employees is crucial for the success and growth of a law firm.

But what could you do if you had a team that cared as much about your clients and practice as you do?

The truth is, its a necessity.

You cant drive profitability, manage disruption or grow your practice if your team doesn’t care.

In an environment where skilled professionals are in high demand, law firms need to prioritise strategies that foster employee engagement. Easy, right?

What if it didn’t have to be difficult or complicated?

- Allow every member of your team to be who they are. Simple.

What is your firms culture? Do you ‘eat what you kill’ or is the partnership an actual partnership?

In an industry that is demanding and stressful, if you want a team that cares about your business, you must care about your team.

Create a safe work culture.

Foster an environment where employees feel safe to speak out and ask questions, feel valued, supported, and inspired.

Let them be themselves.

(If you stop reading at this point, it’s okay. But if you want to delve a little deeper we can break it down some more…)

1. Invest in Professional Development:

Lawyers, at all levels, are constantly evolving in their roles and providing opportunities for professional development is important to retaining top talent. But you knew that!

Continuing education and training programs, although vital for growth, must be offered alongside coaching and mentorship programs to provide both career and emotional support at every step of the way.

The demanding nature of the role can take a toll on the physical and mental well-being of employees. Focus on stress management, mental and emotional support and work-life balance, in whatever form that takes for the individual.

2. Recognition and Rewards:

Recognition is a powerful motivator and enforces behaviour.

Rewards are a great short term fix.

Acknowledge and reward outstanding performance. Implement a structured employee recognition program that can help create a culture of appreciation and motivation for your team.

It may not make them care about the business as much as you do but it will probably make them stay.

(The Work Institute interviewed 234,000 employees leaving a company and only 9% said they were leaving for more money).

3. Flexible Work Arrangements:

Some dislike this heading but go with it, I may surprise you.

In today's fast-paced world, flexibility is highly valued by employees. But this isn’t a magical fix. Many companies have tried more money and increased benefits, shorter workdays and flex time, longer workdays and shorter workweeks, team building activities and employee recognition, ping pong tables and beanbags. None of this will work if you have a fundamental break in the culture and safety.

Offering flexible arrangements since COVID is the ‘new norm’ but firms are questioning why employees still seem unsatisfied at work. Ask each one of your team what will work for them, they may surprise you too.

4. Clear Career Pathways:

Employees are more likely to stay with a law firm that offers clear career progression.

Establish transparent promotion criteria and provide guidance on how employees can advance within the organisation. This clarity helps individuals set goals, stay motivated, and see a future for themselves within the firm, so do not change the goal posts.

5. Meaning and Purpose:

Humans have an deep rooted desire for meaning and purpose. This boosts motivation but only if it matters to them.

Give them meaning behind the metrics, the impact the work has on the world and peoples lives.

Set clear and achievable actionable goals.

Give them the autonomy to fail or succeed.

Remove the unnecessary friction - ask what they feel is in their way.

Encourage open communication, collaboration, and a sense of belonging.

6. Be an Inconsistent Leader:

Manager is a title. Leader is a way of being.

Leadership plays a pivotal role in employee retention and motivation.

Be inconsistent! One size will never fit all as each member of your team is unique. Know your team!

Sir Alex Ferguson (Manchester United FC Manager 1986 - 2013) was known as one of the greatest leaders in sport. He believed, “Unless you understand people, its very hard to motivate them”. He knew how to treat different players differently. People are emotional and logical and driven by different fears, insecurities and passions.

Be an emotional savant.

7. Communication:

Communicate with your team. Even when its hard.