Reimagining work
As organisations navigate the post-COVID landscape, the legal industry – including law firms and in-house counsel – faces its own set of challenges and opportunities in defining what a fulfilling legal career looks like in our newly hybrid world.
Looking beyond the legal sector, businesses have been exploring the idea of a four-day work week even prior to COVID. Since the pandemic, the demand from workers for more work flexibility has only exponentially increased. The latest UK-wide landmark trial of a 4-day week pattern for a select number of businesses resulted in over half of the participating firms adopting the 4 day-week basis on a permanent basis. Furthermore, almost all of the participating firms cited benefits for both business and individual workers.
Employee Expectations in the New Work Era
Flexible Work Arrangements and Employee Well-being
Employees today are placing a high premium on work-life balance, with 82% considering it a critical factor in choosing a workplace. The demand for flexible working hours and the ability to work from different locations are seen as key to enhancing well-being, with significant negative effects noted in environments where these are not prioritised. In such workplaces, there is a noticeable decrease in the desire to stay with the company, motivation, productivity, and creativity.
Certainly, within our Flexible Services’ community, many of our consultants decided to become and continue to operate as freelancers because they prioritise these values in their careers. This shift is particularly pronounced among younger employees under 35, with 43% indicating they would quit if required to return to fully in-person work.
The Future of Work: Skills and Professionalism Redefined
Looking ahead, the landscape of work is set to continue evolving with a strong emphasis on flexibility and employee autonomy. Organisations will need to focus on internal talent mobility, upskilling opportunities, and alternative staffing methods to stay competitive. Indeed, since Pinsent Masons launched Vario Flexible Services, many other law firms have entered the market and created their own ALSP services.
Additionally, there may well be a shift towards assessing job candidates based on skills rather than formal education or experience, which will redefine professionalism across industries. This transformation is part of a broader trend where flexible work arrangements become the norm, and companies are expected to adapt by offering more remote, hybrid, and agile work options. This broader trend is likely to have a lesser effect on the legal industry which require advanced formal studies and qualifications in order to practice as a lawyer. However, lawyers will in turn need to adapt to such changes within client organisations or within their own business operations departments.
Reimagining Work: Strategies for Employers
Embracing Flexibility and Technology
The modern workplace is continually evolving, with a significant shift towards integrating technology and flexibility to enhance productivity and employee satisfaction. Employers are encouraged to design workspaces that not only foster creativity and collaboration but also celebrate the unique culture of their organisation. By implementing activity-based work models, companies can create specific areas that cater to various activities, significantly enhancing the overall work experience.
To support a flexible and efficient workforce, it is crucial for employers to provide a range of work options such as remote and hybrid models. This approach not only helps in attracting and retaining top talent but also promotes a healthy work-life balance. Additionally, leveraging digital tools facilitates seamless communication and collaboration, enabling employees to perform their tasks effectively from any location.
Building a Trusting and Inclusive Environment
In reimagining work strategies, fostering a culture of trust and inclusion is crucial to success. This involves more than just providing the necessary tools; it requires a shift in managerial approaches and corporate policies to support well-being and professional growth. Employers should focus on performance and offer equal opportunities for all employees to advance and thrive within the company.
Creating a supportive agile work environment includes regular check-ins, virtual team-building activities, and maintaining open channels for feedback, which are essential for nurturing a collaborative and inclusive virtual office space. By emphasising trust and flexibility, companies can adapt their policies to meet the evolving needs of the workplace and acknowledge the diverse needs of their workforce.
Strategic Implementation of Flexible Work Arrangements
To effectively implement flexible work arrangements, employers must consider various dimensions including remote work, job sharing, part-time work, compressed schedules, and flextime. It is essential to engage with employees to understand their individual needs and anticipate potential challenges. Running pilot programs can provide valuable insights that help in adjusting and optimising work policies to better suit the needs of both the organisation and its employees.
Employers should also establish clear guidelines and objectives for these arrangements, ensuring transparency and consistency in how these policies are applied. Regular reviews and adjustments to the arrangements are necessary to keep them relevant and beneficial for all parties involved. Providing all necessary tools and creating a strong feedback loop between managers and employees will further enhance the effectiveness of flexible work policies.
Conclusion
The post-pandemic world has only deepened questions around the relevance and appropriateness of a one-size-fits-all approach to the working week. We at Pinsent Masons Vario understand that we all have different views and objectives when it comes to our professional careers. Giving our legal consultants the freedom to dictate their own workloads has been a cornerstone of our Vario legal community and it is clearly something that a growing proportion of professionals value too. Businesses need to have an open mind and the willingness to adapt in order to remain an attractive place to work and continue to be competitive within their sector.