As we reevaluate the relationship between professional life and the office environment in the wake of the COVID-19 pandemic, the concept of ‘core’ hours is emerging within Biglaw firms to balance mandates with flexibility. The aim is to stimulate excitement amongst associates about returning to physical offices.
Notably, law firms function differently from other businesses. Lawyers, as Alexa Ross, a law firm consultant, emphasizes, “don’t want to be told what to do and when to do it.” As professionals, lawyers should feel the pull of an engaging office environment rather than being forced into it. Unnecessary orders and mandates could inadvertently trigger resentment.
‘Core’ hours within law firms operating with hybrid work policies could provide the answer. Encouraging lawyers to ‘look forward’ to coming to the office rather than being compelled to can improve productivity and decrease attrition, according to Ross. However, the approach should not be enforced rigidly. Lawyers react negatively to being forced into situations, and it is crucial to keep that in mind while introducing new models of working.
This approach sits comfortably with the evolving work culture dynamics across the world. Flexibility and balance are no longer merely desirable, but expected. As such, ‘core’ hours could be a viable strategy for Biglaw firms striving to adapt and thrive in a post-pandemic world.
While promising, only a few firms are currently willing to experiment with core hours. This hesitation speaks to the broader challenges of changing established norms and practices within the legal profession. Despite this, the pursuit of flexibility and balance necessitates companies to consider innovative approaches like core hours. After all, the ultimate objective is to create functional workspaces that enhance, not restrict, professional trajectories and personal well-being.