Those of you who read my stuff know that I am not the world’s biggest fan of law firms who address mental health issues by offering pizza and yoga classes, while refusing to acknowledge that the principal cause of their people’s suffering is overwork.
On the other hand, my faithful readers also know that I love ice cream. My favourite type of ice cream? Free ice cream.
Both of these themes came together this week when I heard a story about a law firm that decided to promote morale among its team members by bringing in an ice-cream cart and inviting (requiring?) them to spend an hour during the work day chatting with their colleagues while enjoying frozen treats.
Someone thought that this was a good idea, and perhaps it was. Maybe some of the professionals who attended thoroughly enjoyed the event and taking the time to relax with their colleagues. And, if they are anything like me, they enjoyed the free ice cream.
However, the person who I spoke to had a different take on it. She said that all that the firm managed to do was require her to stay late or otherwise find another hour to take out of her personal life to achieve her billable hour target. I can see her point.
So, is my friend a Grinch or did the law firm blow it?
Should the firm have announced a one-hour reduction in the billable hour target for everyone who attended? That might have been well received, but it would have made the ice cream break quite expensive. But isn’t that the point? Someone must pay for these events. Should it be the firm or the team members?
Did the firm achieve its goals of nurturing mental health, improving morale, teambuilding, or whatever? Or did marketing win over substance once again?
To those in management who might say that they are trying their best and that folks like me sitting on the sideline and critiquing actions that they are taking in good faith to improve the lives of their team are not making things easier, I agree. It is lonely in the middle when the top tells you to do better, but does not allow you to make real changes.
This article was originally published by Law360 Canada, part of LexisNexis Canada Inc.