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How to Define Your Law Firm’s Culture

Most lawyers will agree that the culture of a law firm is essential to its success. But what is the culture of your law firm? What are the values that define your law firm? If your team members cannot articulate your law firm’s culture, you don’t have one. This is why it is essential to define your law firm’s culture and share it with your team members.

“The Culture of John H. Fisher, P.C.” defines the 4 qualities that describe our law firm’s culture.

The Culture of John H. Fisher, P.C.

What This Is

This is the culture that defines our essential qualities and beliefs of our team members.

Why We Do It This Way:

By defining our law firm’s culture, we have criteria that we will use to hire, fire and evaluate job performance. If a team member does not meet our 4 criteria, they might not be a good fit for our law firm’s culture.

How We Do This:

We will hire, fire and reward based upon the 4 qualities that define our law firm’s culture.

Our law firm’s culture is defined by 4 qualities: PASSIONATE, HONEST, HUMBLE and HUNGRY. These are the 4 qualities/traits of our team members that are essential to our law firm’s success.

PASSIONATE:  We are passionate about the rights of the disabled.

HONESTY:  We are brutally honest with each other. We always assume our team members are telling the truth, until we discover they are not. We have zero tolerance for dishonesty.

HUMBLE:  We don’t tolerate egos.  No one is greater than anyone on our team.

HUNGRY:  You will do whatever it takes to get the job done. You don’t work by the clock. You accept 100% responsibility to get the job done. You should never say, “I thought you were going to do that” or “That’s not my job.”

If a team member does not possess these qualities, they are not a good fit for our law firm.

THE PEOPLE ANALYZER: When we hire, fire and performance evaluations decisions, team members will be evaluated based upon these 4 criteria.  More specifically:

  • Is the candidate PASSIONATE about the rights of the disabled?
  • Is the candidate brutally HONEST about their strengths and weaknesses?
  • Is the candidate HUMBLE and willing to put aside their ego?
  •  Is the candidate HUNGRY, and willing to work until the job gets done?

Hiring: Every candidate for employment will be evaluated on each of the 4 categories (PASSIONATE, HONEST, HUMBLE and HUNGRY) with a score of 0, 1 and 2. The ideal candidates will score 2 for each of the 4 qualities. When a candidate does not possess the quality/trait in question, they are assigned a score of 0.

Some candidates may not have experience in our area of law, so we may not be able to evaluate whether they are passionate about the rights of the disabled.  Some candidates will have experience in catastrophic injury law, so that it will be easier to evaluate their passion for the rights of the disabled.

Performance Evaluations: Additionally, the evaluations of our team members will be based upon the 4 essential qualities of our law firm’s culture.  Is the team member PASSIONATE, HONEST, HUMBLE and HUNGRY? Assign a score (0, 1 or 2) for each of the 4 qualities/traits.

Firing: When a team member does not appear to the right fit for our law firm, they should be evaluated using the PEOPLE ANALYZER.  Specifically, are they PASSIONATE, HONEST, HUMBLE and HUNGRY? If not, they may not be the right fit for our team.

Image by Tumisu from Pixabay

Leave a comment below telling me what surprised, inspired or taught you the most (I personally respond to every comment). And if you disagree with my take on running a personal injury law firm, or have a specific, actionable tip, I’d love to hear from you.