April 6, 2006
Work/life Balance in the Law Firm
What part of “professional service firm” do they not understand? Services are what a law firm sells. It really doesn’t matter how you price those services. Fixed fee pricing, contingency pricing or hourly billing does not change the fact that the attorney is selling his or her services. The better they are at the services they provide, the greater the demand for their services. The notion of services is also client-focused. It is about the client, not you. Exceptional service places the client’s needs and convenience in the forefront. The more happy clients you have, the greater the demand for your service. The professional part is just that; it is only a part of what it takes to be a successful attorney in a law practice.
Work/life balance is in vogue. The subject is addressed in almost every issue of the publications aimed at the law firm community. There are usually one or more sessions relating to work/life balance in every conference curriculum. It is a hot topic for the consulting community and frequently quoted pundits. Speaking out in opposition to the notion of law firm-initated work/life balance programs and policies can label you as “out of touch” or worst yet, as unpatriotic. I have to say that when you get in the real law firm world with real associates vying for a career, work/life balance is not a significant motivator. For most of us, putting balance in one’s life tends to come later in one’s career when you gain more control over your own work schedule through the use of others.
It really is basic stuff. If you don’t want to work nights and weekends, don’t go in the restaurant business. If you can’t stand the sight of blood, don’t become a surgeon. If your aren’t prepared to earn your professional spurs and build your book of business through long hours and putting clients’ interests and deadlines first, stay away from joining a law firm. Should a firm work to retaining its stars during pregnancy and caregiver periods or for other temporary circumstances? Yes, of course they should. But playing on the first string means those situations have to be temporary. You have to return to the game. Different careers demand a different toll from those pursuing it. The payoff for the attorney is the journey from the working attorney to one increasing work through others. It should not be the billable hour that is the driving force behind the attorney’s committment. That committment should be driven by the client’s needs and satisfaction.
Some people confuse Generation Y’s skill set with the work/life balance issue. It isn’t the same. I have written about Generation Y’s unique characteristics. Generation Y members want it all—work success and a full life—but not because of any special accommodation. This new generation of associates grew up with technology, and they are accomplished at multitasking. They have skills we old guys did not have when we arrived in the workplace. They seem to have the ability to get the job done and still make the soccer game. That, by the way, is the test. It’s not about who works the hardest. It is all about getting the job done regardless of what it takes. If you create a balance between work and life while getting the job done, you will be a happier and healthier attorney. But you can’t expect the law firm to create the balance for you.
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Filed under HR by Tom Collins