Shift in Law Department Organizational Structure

There is a noticeable shift towards a less hierarchical structure in Law Departments, emphasizing alternative recognition models for employee engagement. Learn how to recognize and advance talent without solely relying on promotions.

• Employee Engagement
• Recognition Models
• Law Department
• Talent Development
• Organizational Structure

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Uploaded on Feb 28, 2025 | 0 Views

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1. UnitedLex ACC Toolkit: Employee Engagement 1

2. There has been a shift in recent years to a Law Department organizational structure that is less hierarchical. Additionally, as Gen X and Millennials increase, providing alternative recognition models outside of the standard promotion or title change will become increasingly important to incorporate into Department culture. Leaders who discover ways to encourage talent when a promotion is not readily available can retain top performers and develop teams further. Below are examples of how your Law Department can recognize and advance talent without promotion. 2

3. Recognition / Reward Reward Type Description Target Recipients Frequency Leadership or Impact Awards Certificate / Plaque / Trophy Award for individuals that have demonstrated qualities that make a significant impact to the Department or Organization Any high performing Law Department team member Annual Spot Bonus Financial Award (e.g., gift card, cash, PTO) for individuals who go above and beyond their daily responsibilities or demonstrate desired qualities Any high performing Law Department team member Ad hoc Special Permissions Additional Responsibility Special permissions that relate to increased job satisfaction or work-life balance (e.g., working from home, private work space) Any high performing Law Department team member Monthly Passion Projects Additional Experience Allow employees 2 hours per week to work on something they re passionate about that may or may not be work related sports, food, music to show them that they are valued beyond just their work potential All Law Department team members Quarterly Rotational Program Participant Additional Experience Ability to gain experience in other practice areas/offices/regions, or into the business to expand substantive legal knowledge and/or business acumen Potential Law Department managers Ad hoc Affinity Group Leader Additional Experience Ability to lead or manage a group of people through committees or groups (e.g., Women in Law, LGBTQ Committee, Technology Committee, Contract Improvement Committee) to demonstrate leadership capabilities and gain leadership experience Potential Law Department managers Ad hoc Early Stage Intermediate Advanced 3

4. Things to keep in mind when recognizing talent: Encourage managers to ask employees how they most like to be recognized using only one approach to recognition can be overly simplistic Spotlight recognition by setting aside specific times to recognize talent. That emphasizes the importance of the work well done by the team member. Be consistent with your corporate culture reward activities that are in line with company values. For instance, if your company has a high emphasis on environmental health, encourage and reward team members that advance that goal. Encourage recognition from peers, not just managers Reward people for meeting holistic goals, such as losing weight, running a half marathon, applying to grad school, joining a club, singing a solo in their church choir, etc. This kind of recognition enforces the idea that they are whole people, not just employees. 4

5. References Harney, Jason. (2017, August 4). Workstars. Retrieved from A new era of reward: material versus non-material: http://www.workstars.com/recognition-and- engagement-blog/2017/08/04/new-era-reward-material-versus-non-material/ Kastelle, T. (2013, November 20). Hierarchy is Overrated. Retrieved from Harvard Business Review: https://hbr.org/2013/11/hierarchy-is-overrated Walsh, D. (2017, September 5). Rethinking Hierarchy in the Workplace. Retrieved from Stanford Business Insights: https://www.gsb.stanford.edu/insights/rethinking- hierarchy-workplace 5