The law firm office cannot remain unchanged, therefore, as if frozen in time set to some date prior to the onset of pandemic, when all the terms and meaning have all changed. In fact, the office must now provide benefits or an experience the lawyers and staff cannot get at home.
Perhaps it was not surprising that when the pandemic hit last year, chief marketing officers and their teams were among the first included in layoffs and budget cuts. But over the last several months, a new narrative has emerged: Law firms have turned bullish toward investments in marketing and technology.
Law firms have dedicated a great deal of focus to increasing diversity, but many are falling short on enacting meaningful changes to improve equity and inclusion. That undermines retention efforts, and causes law firms to continue falling short of moving the needle.
While functionality and features are important, there are a number of additional considerations when evaluating a practice management solution. Will your platform provider serve as a partner that will offer expert guidance and be invested in your ongoing success?
Employee engagement is becoming vital to successful businesses, however, that hasn't translated to significantly wider adoption of meaningful diversity, equity and inclusion (DEI) practices in workspaces.
The pandemic has brought into focus the need for law firms and law firm leaders to be strategic about fostering the connections, engagement, learning, and innovation that will allow them to both attract and retain top talent.
Many law firm finance leaders are using data to drive change in their organizations, amplifying the power of profitability, and leveraging their skill to fuel innovation. Ultimately, they are helping their firms gain a competitive advantage.
2020 was a lesson in forced change management. Today, law firms are at a crossroads triggered by the transformational impact of the pandemic, and wondering…
When 2020, and its accompanying pandemic, ushered in a resurgence in legal digital marketing and social media use, it was expected given the circumstances. But not all firms are managing that content effectively.
Law firms are paying more for talent than ever before. But like other industries that've been hit by a so-called "Great Resignation," they're also hemorrhaging it like never before, and the result is a diminished return on investment that could reach a "boiling point" in the near future.
