Investing in top legal talent without building a culture that earns commitment is like building a luxury car with low-grade seats. It looks well from the outside and it has the power for the highway, and few buyers keep it. Culture is the seat. It is what persuades talent to stay rather than move.
Seven Essentials of a Winning Culture
People-Focused
Attorneys are not gears in the office machine. They have goals, families and characteristics of their own. Value each of them for their expertise, and also for their personality, their working style and the skills that never appear on a resume.
Diversity
Beyond valuing people as individuals, build a diverse bench, and not only in the demographic sense. Encourage a diversity of ideas and philosophies alongside personalities, skills and expertise, and foster genuine respect for the differences. The world your clients operate in is diverse. The firm should be too.
Appreciation
That begins with appreciating each other, and it begins at the top. Make a habit of acknowledging people and their work. Be specific about it. Say it consistently and in person, and do not neglect the written thank-you note or the occasional tangible one, from the highest paid attorney to entry-level support staff.
Direction
Set the standard and lead the way. A culture that draws people and keeps them starts at the top. Communicate the expectations clearly, set the pattern yourself and hold to it, and respond when someone plainly breaks it.
Communication
Clear communication is what a vibrant culture runs on: warm, honest and transparent, and enough of it that everyone has the information their responsibilities require.
Balance
Foster a culture that is both productive and unhurried. Balance everything a deadline demands against time away from it. The health of the firm depends on people having room for family and friends, and for pro bono work.
Professional Growth
Encourage and fund personal and professional growth, for partners, associates and support staff alike. Provide opportunities that build on natural strengths and also take people out of their depth.
Culture is what decides whether the firm keeps the talent it needs. Listen to what partners, associates and staff actually say. Do you hear compassion, respect, support, cooperation and integrity, and do the actions match? Either way, be deliberate about building the culture on these seven principles.
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