Despite seeing a need for long term strategies, midsize law firms are finding it increasingly difficult to encourage attorneys back to the office as employees still remain hesitant due to a myriad of concerns.
As reported in a recent study published by Law.com, the return-to-office (RTO) process has been slowed by various factors. One key element cited was the cultural concerns and incentives that make returning to the office less appealing for younger attorneys, despite the push from leadership.
Interestingly, the lack of a uniform approach across practices also complicates the RTO process. Different departments within the same firm may have unique working styles and client demands that make a standard blanket policy ineffective. This disparity increases the complexity of crafting a successful RTO strategy.
Furthermore, it is emphasized that leadership’s role in this process is crucial. Key decision makers are expected to lead by example and encourage younger attorneys to come back to work in-person. In all, the slow RTO in midsize law firms underscores the challenges that persist as workplaces around the globe try to find the new normal in a post-pandemic world.