Culture is not a “set it and forget it” initiative. It requires consistent effort and communication to stay alive and relevant.
But the payoff? A stronger firm, happier employees, and more satisfied clients.
We spend an enormous amount of our lives at work — about one-third, to be exact. For those of us in the legal profession, that time can be even more intense. So, it’s no surprise that culture is becoming a critical factor in attracting and retaining top talent.
In fact, a 2019 Glassdoor study revealed that 77% of job seekers consider a company’s culture before even applying. This is particularly true in law firms, where the stakes are high, and the work can be relentless.
I recently hosted a podcast for the Legal Marketing Association, with Allan Schoenberg, one of the country’s leading communications experts and the Chief Communications Officer at Vinson & Elkins, a law firm recognized for its great culture.
- Allan emphasized that “Culture isn’t just a buzzword; it’s the backbone of how we operate and interact daily. It shapes our reputation and impacts everything from recruitment to client satisfaction.”
- Allan shared his experience at Vinson & Elkins, where he played a key role in shaping the firm’s culture.
- The process started with an engagement survey to understand what truly mattered to the employees. The result? A set of core values that centered on excellence, community, and connection—all driven by strong leadership buy-in.
- As Allan rightly pointed out, “Leadership buy-in is crucial for any cultural initiative to succeed.”
