Why do we tolerate toxic or abusive people in the law firm workplace? Whether it’s the person affectionately referred to as the 800lb gorilla or the partner who is visibly and vocally abusive, why do we look away and allow this behavior to continue? Of course, this occurs in other industries, but law firms seem to be notorious for turning a blind eye, particularly when the perpetrators are top originators in the firm.
I am certain that if law firm partners saw this behavior happening in their families – to their children, their partners, their elderly parents, they would be quick to say something to make it stop. Yet, at work, they say nothing.
This is quite common even at law firms who tout their excellent firm culture. “One of our greatest strengths is our firm culture…(except for John over there who yells at his associates and throws his coffee mug at his legal assistant).”
If we are going to be serious about workplace well-being, then we need to develop mechanisms for partners to address emotional and verbal abuse and other toxic behavior in the law firm workplace. Having candid conversations about standards of behavior and what is and is not acceptable in your firm’s culture is a start. Creating an environment where partners can speak with partners about the impact of bad behavior is also important. Empowering your firm and department/practice leaders to have those conversations and training them on how to do that is important, as well.
Psychological safety is key to high performance work environments.
And if the gorilla leaves the firm? Well, it may be a financial hit for the next year or two, but it will be an investment in your firm’s culture that will pay dividends in the years ahead.
Just as we would extend help to a friend or family member who was in a toxic relationship or an abusive situation, we should be prepared to stand up for our colleagues who are subject to inappropriate behavior and unnecessary stress in an already stressful profession.