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Successfully running a firm doesn't just mean mastering the law and pleasing clients. You've also got to be able to manage an office. And office management is just one of the many things they don't teach you in law school.
Luckily, FindLaw's got your back, with plenty of tips on how to manage an efficient, well-functioning, and cost-effective firm. Here are our top seven tips for law firm office management.
Office management is easiest when you have great people working for you. That starts with the hiring process. Follow these tips to make sure you have the right people at your firm.
Well-intentioned but poorly thought-out office policies can drive your staff crazy, leading to poor performance and high turnover. So make sure you don't have any of these five office policies, which are guaranteed to drive law firm staff insane.
A well-run office is one that's bringing in clients. And that means having a smooth client intake process.
If you're a control freak, you want to do everything yourself -- or worse, to micromanage your staff, then redo their work. That's a waste of your time! Free yourself up for actual lawyering by delegating your administrative tasks to others.
Of course, even the best-managed law firm isn't going to be without the occasional conflict. How you address these disagreements can be the difference between a functioning work environment and, well, a mess. Here's how to "disagree without being disagreeable."
Still keeping your client records in a filing cabinet? Still printing out and passing around office memos? Stop! Digitizing your records can save you time and money. Here are some simple ways to get it done.
You can keep on top of things without micromanaging them. That means being aware of a task's importance and complexity and delegating appropriately, while making sure you monitor progress, without trying to control every step along the way.
FindLaw has an affiliate relationship with Indeed, earning a small amount of money each time someone uses Indeed's services via FindLaw. FindLaw receives no compensation in exchange for editorial coverage.
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