Can Telecommuting Work for In-House Counsel?

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Properly executed work-from-home policies are increasing productivity levels and reducing employee turnover across various industries, including in-house legal departments

While the traditional nine to five, 40-hour (or often more) workweek still exists in some companies, we are seeing a seismic shift in the number of businesses moving towards remote-work policies. Twenty to 25 percent of the American workforce now telecommutes at some frequency and 40 “percent more U.S. employers offered flexible workplace options than they did five years ago.”

Generally speaking, these policies allow employees to strike a balance between working remotely and coming into the office. And while the idea of telecommuting may have made supervisors nervous a decade ago, more than two-thirds of managers are reporting an increase in overall productivity from their remote employees.

There is also convincing evidence which suggests that the flexibility to work from home:

·         Lowers stress levels

·         Increases productivity

·         Boosts employee morale

·         Increases companies’ ability to attract and hold on to talent

·         Reduces turnover

·         Saves money in areas like office space, utilities, employee parking, etc.

·         Positively impacts the environment

While the telecommuting trend is more prevalent in some industries – mainly startups and high-tech – it is also being adopted by in-house divisions of companies that may not have even entertained the idea just a few years ago, including legal departments.

It is becoming more and more common for in-house lawyers to have the option to telecommute up to one to two days a week, which increases overall job satisfaction and makes the companies that offer this benefit more attractive to prospective talent.

That said, there are a few key areas to pay attention to if you want to roll out a successful work-from-home policy in a legal department – which, up until the recent past, has mainly operated with an exclusively onsite team.

  1. Focus on results. As a manager, if you are going to implement a successful work from home policy, it’s best to quell your instinct to make sure everyone is “clocking their hours,” and instead set goals and focus on each person’s output. If the lawyers are delivering work on time, meeting client expectations, and available when needed by the team, then it’s a good sign that they are able to professionally conduct themselves from home.

  2. Schedule “in-office” days. While the option to work remotely proves beneficial to both the employee and the company, there is no replacement for personal face-to-face interactions with team members, other members of the company, and clients. This is why there should be a solid understanding of which days can be worked remotely.

    It is a good idea that everyone set and agree to a fixed work-from-home schedule for consistency, and also to assign one day of the week where everyone is required to be in the office. Some managers also find that it’s best to rotate the most desirable days, like Fridays, among team members.

  3. Connectivity. The legal department is a service-oriented operation, so it is crucial that employees and clients are able to get in touch with the lawyers anytime during business hours. This is why clear rules and expectations need to be established from the start. During regular business hours, attorneys need to be connected to the office – by phone, email, messenger tools, video conference, and other convenient tools.

  4. Routine. Working from home doesn’t mean that an office routine should be thrown out the window. Quite the opposite. To be effective, a work-from-home day should be essentially like a day in the office, just without the commute. A lawyer working remotely should wake up at the normal time, go about a similar morning routine, and even dress in office-appropriate clothes. Schedule breaks and a time for lunch. Always keep an updated calendar and schedule regular meetings with team members and clients. Establishing a routine allows stay-at-home workers to be more productive, and ultimately get the most out of the perk.

  5. Designate an office area.  If you are a lawyer working from home, then it is important to establish a separate “work-only” area to avoid any distractions. This space should be quiet and contain all of the equipment needed for you to remain focused and productive. During working hours, it is best to set clear boundaries with anyone else living in your space, especially since attorneys deal with confidential and privileged material. The last thing you need is someone interrupting you while on a client call or working through sensitive material.

One of the most important components to establishing a successful, flexible working arrangement with in-house counsel is taking the extra steps needed to ensure continued collaboration and communication. These legal roles are very integrated into many, if not all aspects of a company and can’t be performed in a vacuum.

That said, the legal industry – and specifically in-house counsel – is primed to benefit from a flexible work schedule. As long as jobs are getting done and expectations are being met, the location becomes essentially irrelevant. A properly executed telecommuting arrangement can significantly enhance a legal team’s work experience and job satisfaction with no drawbacks – making it a win-win for everyone.  

Carrington Legal Search is devoted to finding the ideal candidates for our clients’ recruitment needs. We have experience in all industries, but particular expertise in the Financial Services (banking, insurance, investment management, etc.) and Technology verticals. To make our nationwide network work for you, get in touch at 512-627-7467 or email carrie@carringtonlegal.com