Legal lifestyle blog

Why employee experience is the key to comprehensive Wellbeing Strategies:

One thing that was clear during Mental Health Awareness week, law firms are moving in the right direction. Conversations are happening more frequently, and awareness is definitely increasing, but there is also a lot more to do.

Many firms have much more acceptance around the fact that high pressure, long hours and intense competition in the sector means that they need to prioritise the wellbeing of their employees. Many firms offer wellness programs and educate their employees on the importance of self-care, identifying ways that they can deal with stress and increase their personal resilience. They also offer employee assistance programmes so that lawyers can access support when they need it, and routinely provide access to wellbeing apps and courses.

This is all good stuff, and helps people feel supported. It’s also important to focus on the cause of the issues and not limit your wellbeing strategy to treating the symptoms. Having an integrated approach is much more effective.

Building wellbeing into your employee experience has much more impact. Identifying key touchpoints such as career pathways, effective work practices, managerial or leadership training, alongside robust employee assistance programs (EAPs) is not just beneficial but critical for retention in law firms.

Career Pathways: A Roadmap to Professional Growth:

For lawyers, a clearly defined career pathway is not just about climbing the corporate ladder; it’s about seeing a future within the firm. When law firms invest in transparent career pathways, they communicate a commitment to the professional growth and success of their lawyers. This not only helps in aligning the firm’s goals with those of its employees but also boosts morale and job satisfaction.

Lawyers who see a clear trajectory for advancement are more likely to stay with a firm that values their development. Firms can enhance these pathways by offering mentorship programs, regular performance feedback, and opportunities for continuing education. These initiatives help lawyers navigate their career progression within the firm and reduce the uncertainty that often leads to lawyers looking for a new role.

Effective Ways of Working: Promoting a Balanced Life:

The demanding nature of legal work makes it essential for firms to establish good working practices that promote work-life balance. This includes flexible working arrangements, such as remote work options and adjustable hours, which cater to the diverse needs of employees.

Ensuring transparency around workload, targets, and priorities is essential for building a positive “can-do” culture at team level. This is the every day experience that your employees have and is a real opportunity to build engagement, collaboration, connection and support.

Managerial Training: Equipping Leaders With Skills to Provide Better Support:

Managers play a pivotal role in the retention of lawyers. They bring the employee experience to life. We know that people tend to leave managers not firms. Ensuring that your managers understand the role they play in engaging their team, bringing the values of the firm to life on a daily basis and the impact they have on retention is essential. Also equipping your managers and team leaders with the skills they need to recognise early signs of mental health issues and burnout, so that they can take a proactive approach and provide support where needed is critical.

Training programs that focus on leadership skills, emotional intelligence, and effective communication can prepare managers to lead more effectively.

By fostering a supportive and understanding management culture, law firms can improve employee engagement and decrease turnover rates. Managers who are attentive to the needs and challenges of their teams can better intervene before job dissatisfaction evolves into a resignation.

Employee Assistance Programs: Supporting Personal and Professional Wellbeing:

Employee Assistance Programs (EAPs) are vital in addressing the personal and professional challenges that lawyers face. As well as being an essential part of reward and recognition practices, they also provide support when needed and include benefits such as confidential counselling, crisis intervention, stress management resources, and more. By supporting the mental health and wellbeing of lawyers, EAPs help mitigate the effects of job-related stress and prevent burnout.

Incorporating EAPs into the firm’s wellbeing strategy demonstrates a commitment to the holistic health of employees. Lawyers who feel supported in both personal and professional aspects are more likely to develop a long-term commitment to their firm.

Why employee experience is the key to comprehensive Wellbeing Strategies.

Conclusion

Métier legal lifestyle protect helps law firms look after their most important asset – their people – through a wide range of innovative and integrated solutions that meet both the changing needs of their lawyers, and help to secure their place as an employer in the competitive legal sector.

If you would like to learn more about the range of services offered and the exclusive offers available to NLA members, get in touch for a complimentary call.