Law firm culture - tips for new lawyers

What should a new lawyer or paralegal know about a law firm’s culture when they start working for it? The culture of an organisation is something that many firms hold dear, and they’ll select staff on whether an individual is a good a “fit” for its values, goals and norms.

But that fit is two-way. My first tip for lawyers is to look beyond the messages used in recruitment literature. Firms may promote themselves with pithy little sayings such as: 

“We practise clients-first law”

“Our passion is you”

“Initiative is rewarded”

“You grow… we grow”

Mission statements

These mission-statements-turned-into-marketing slogans are not to be dismissed. They do tell you something about the firm’s aspirations and how it wants to distinguish itself (even if its slogan sounds a bit like its competitors). However, they do not tell you what you personally might want to know about working for that particular firm, and they are unlikely to offer finely grained insights into its inner workings. Far better to network with previous or current employees and to ask direct questions. Checking out a potential employer’s culture is a bit like properly researching a place to live. You want to know what the local shops and neighbours are like; you want to time your commute as well as inspect the dwelling inside and out as well as knowing all the costs. Likewise, you’ll want to thoroughly research a law firm. If you are a paralegal, here are 10 questions for which you might want answers.

1. How and what does the firm celebrate, and how often? Does the firm meet when a large new deal or case is won? 

2. Are the views of staff members sought? What is an example of a paralegal being asked to contribute to a new initiative?

3. How does the organisation achieve quality? Also, how does it define quality?

4. How does the interior of the building in which the firm is housed reflect the character of the organisation? Are employees allowed to put personal objects on their desks? What   are on the walls? Paintings (modern art or traditional)? Formal-looking photos? Informal ones?

5. What is an example of someone in the organisation who has achieved something great? How did this happen? What was it about the firm that helped?

6. How are decisions in the firm made? And by whom?

7. What does the firm do that’s new? How has this happened?

8. How is talent recognised and promoted? What training is available?

9. Are the leaders of the firm approachable? If so, in what way?

10. How does the firm socialise? Are events organised? How much socialising occurs on the spur of the moment?

You may also have questions for which you may not get a direct answer from present or loyal past employees. But it’s worth trying to come to your own conclusions about the following:

Does the firm have a strict hierarchy?

Who drives the action in the firm: friendly groups of staff or are star individuals in the driving seat?

Is most of the talk in the firm about results? If not, what else are people talking about?

Does life in the firm seem highly planned or does it revolve around adapting to events?

Crucially, what type of people does it seem to attract? Does the rhetoric about the firm seem to match the reality?

Anything you can ascertain on the following is useful. Is it an organisation in which there is:

? Respect

? Trust

? Flexibility

? Teamwork

? Learning

? Communication

? Strong decision making

? Delegation

? Promotion

Research

In terms of researching the firm, use its website, annual report, job sites, and legal specialist and general news sources.

When visiting the firm for interview, observe how employees behave towards each other. Do they greet each other as they move around? Are people working in groups? In silence?

Once you’re in the job 

Once you’re working for a law firm, bear this in mind:

? Organisation culture refers to the behaviours and beliefs that influence how a firm's employees and management engage with each other and manage business transactions. This may be subtly managed and not in your face. And it can evolve – sometimes very slowly – by design or organically as new employees with different views take hold. Mostly, it’s vital to work within the limits of the culture while working to its strengths. 

From January 2019, LTC will be offering paralegal qualifications accredited by National Association of Licenced Paralegals (NALP). These are government approved, distanced learned courses designed to fit around work or other study.

Eve Dullabh

Managing Director

Law Training Centre

?www.ltckent.co.uk