How Fletchers made it into the Sunday Times '100 Best Companies to Work For'

Recent research has found that retention rates within the UK legal sector are a growing issue, with 34 per cent of employees admitting they have ambitions outside their current firm. Due to the challenging and traditional work environmenthe industry is renowned for, it can be difficult for firms to keep staff members motivated.

It is often the case that for many lawyers and solicitors in the UK, an average day can be extremely long, filled with stressful commutes, heavy workloads, and little free time - some lawyers can even work up to 80 hours per week, which is 11 hours per day.

So, what makes a business a great place to work for? It is often the case that the happiest employees are those who feel involved with the company and feel as though they are truly valued and supported along their career path. Below I highlight a few key areas that should be carefully considered in order to create a productive and dedicated workforce.

Encouraging development

When an employee feels as though there is room to learn and progress within a business, whether this be in a law firm or any other company for that matter, they are more likely to remain loyal to their employers.

For this reason, it's important for firms to put in place a strong training and development structure that supports individual progression and growth, regardless of the level they are at within the business. This can be achieved by arranging regular progress meetings with each employee to aid their personal development, through the use of targets and goals so that they know how to advance to the next level, and also by putting together a development plan that is personal to each individual.

Engagement and praise are also key in aiding personal development. Those employees who feel as though the work is relevant to them and that they're doing a good job are more likely to continue putting in the effort needed to succeed and earn more rewards. For example, Fletchers Solicitors developed a spotlight talent programme to recognise the number of rising stars within the firm. Employees exceeding their targets are placed on to the six-month programme, which is focused on furthering their personal development.

Generating communication

Good communication should also be a key focus as employees need to feel like they're important to the firm and their opinions are valued. This can sometimes be difficult to achieve within a large organisation when there is lots going on and managers are not always available. To combat this, create a culture of openness where any staff member, regardless of job title, is kept in the loop about the business and is invited to meetings to discuss the firm's future plans.

Additionally, line managers should be visible and easy to communicate with so that if an employee has an issue or suggestion, they will feel comfortable raising this with a senior member of staff. They need to know that senior managers and leaders within the business are approachable and will always listen and consider ideas.

Work-life balance

Creating a culture that promotes a healthy work-life balance is another way to attract ambitious and experienced lawyers who have had enough of the rat race - and, more importantly, ensure they stay with the firm. This can be done by implementing a flexible working structure, for example flexi-time or remote working, which allows lawyers to vary their work schedule and location to fit in with family life and transport arrangements.

The social element

It's also important to pay attention to the way employees are interacting with each other in the office. Staff members will spend a lot of time working closely together, so it's important that employees get along and work well. Organising activities outside of the workplace, such as family fun days and summer balls, will encourage stronger working relationships and greater communication between the workforce. A positive working environment also helps to manage stress levels, which, as a result, helps to keep staff motivated and happy, and may be another benefit that persuades a lawyer to remain with their firm.

The legal sector is known for being highly competitive, so once firms have attracted talented and ambitious lawyers, it's important that they hold on to them. By developing and implementing a strong employment strategy that takes into account the needs of the workforce, employees will feel a greater sense of job satisfaction and will be equipped to achieve their full potential. The industry has traditionally followed a rigid structure, but as people are becoming less willing to sacrifice their personal lives, firms need to embrace innovation or risk losing their top performers.

Sara Duxbury is head of people at Fletchers Solicitors @FletchersLegal www.fletcherssolicitors.co.uk