Strategies for building resilient and motivated legal teams

Work allocation and employee engagement

One of the primary topics discussed was the management of work allocation to enhance employee engagement and productivity. Participants highlighted the importance of understanding individual team members' preferences and strengths. Within their legal teams, some team members prefer technical tasks, while others thrive in people-oriented roles – by aligning tasks with individual interests, teams can achieve a better balance and higher engagement.

Several participants mentioned the use of workflow tools and offshore support models to manage workloads effectively. For instance, one organization utilizes a tool to monitor incoming tasks and employs offshore teams to handle a menu of documentation. This approach helps manage tasks and reduces the burden on in-house teams, though it requires careful cultural integration with overseas teams to maintain team cohesion.

Development and career growth

Some of the roundtable attendees emphasized the importance of investing in team members' development and career growth. Managers need to understand the unique aspirations and needs of the lawyers in their team, for example, whether they plan to become subject matter experts or pursue leadership roles.

Creating an open feedback culture is essential for such development. When providing feedback to their team members, managers should ensure it is timely and constructive. Professional development conversations should encourage team members to express their career aspirations, so that they can be supported in their goals, but these need to be driven by both sides. By empowering employees to take control of their development, managers can help foster a sense of career ownership and help motivate team members.

Building a strong organizational culture

A strong organizational culture is absolutely vital for retaining top talent. Participants discussed various strategies for fostering a positive culture that supports continuity and stability. One of the key factors highlighted was establishing a no-blame culture, especially where trust is paramount. This type of culture starts with leadership and involves creating an environment where team members can feel safe to take risks and learn from their mistakes.

Bringing in the right people into the organization from the start is also important. Some organizations invest much more heavily in the recruitment process to ensure the individual will fit into the organization well, even conducting multiple interviews. This can sometimes be a luxury when resources are already constrained but it can help ensure the right team members and cultural fit.

Flexibility and wellbeing

Flexibility and wellbeing were recurring themes throughout the discussion. Participants agreed that offering flexibility in terms of working patterns and locations can significantly enhance employee satisfaction and retention. Legal teams, like other functions, need to strike the right balance between in-office and remote work and participants discussed their mandated vs voluntary in-office days. However, there was consensus that providing team members with control over their work arrangements can lead to higher motivation and happiness. Additionally, offering wellbeing support and continually re-evaluating policies to meet team members' needs is essential.

Summary

The Peerpoint roundtable attendees shared valuable insights into how they are managing their legal teams. The importance of aligning work allocation with individual preferences, investing in team development, fostering a strong organizational culture, and offering flexibility and wellbeing support were key themes that were discussed. By continuing to implement and improve in these areas, legal teams can build resilience as well as maintain high levels of motivation and productivity, even in challenging times.

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