While most law firms default to a hierarchical organizational structure, a flat organization focused on collaboration has its benefits. Instead of focusing on traditional law firm titles and hierarchical structures, we’ve developed a flatter organization that values collaboration among all team members.

Table of contents
- The Limitations of Traditional Law Firm Hierarchies
- Happy People Make Great Employees
- Open Doors and Streamlined Communication
- Key Characteristics of a Flat Law Firm
- Growing Your Workforce With a Flat Firm Hierarchy
- The Role of Law Firm Partners
- The Impact of Technology on Law Firms
- The Work-Family Balance
The traditional law firm tends to have clear hierarchical lines: attorneys, paraprofessional staff, business professionals and support staff. The hierarchy continues within these groups as well. For example, associates report directly to partners while office staff typically doesn’t have a direct line to the partners.
As co-founder and managing partner of my firm, I realized early on that the traditional hierarchical model would not work for us. Our firm represents top surgeons in getting reimbursed by insurance companies. Our staff consists not only of traditional legal professionals but also of those who have worked in the medical and health insurance fields. Instead of focusing on “superiors” and “staff,” we have developed a flatter organization that values collaboration among all team members.
At our firm, while we have some traditional management layers in place to oversee a specific department, we are organized in teams by functional areas. The teams collaborate across disciplines sharing information, ideas and expertise. Each employee is empowered and accountable for their work product. Cases are accessible to all team members as a resource or for any additional follow-up required by other team members.
I wholeheartedly believe that our focus on collaboration has contributed to our firm’s success. An understanding of why this flatter organizational structure works so well may benefit your firm too.
The Limitations of Traditional Law Firm Hierarchies
The traditional law firm pyramid has been the norm for years with clear distinction between partners, associates and support staff. But this structure has many limitations. One of the biggest is the rigidity and inflexibility it brings to the work environment. People are often stuck in their job titles and responsibilities and can’t innovate or be creative. Junior associates can’t speak up with new ideas or take on tasks outside their roles.
Also traditional hierarchies can stifle diversity and inclusion. The partnership model tends to favor those who have been with the firm for a long time and sideline new perspectives and ideas. This means underrepresented groups like women and minorities are not represented and the work culture remains homogeneous.
Another problem is work life balance. The pressure to bill hours and meet client demands is immense and can lead to burnout and high lawyer turnover. This affects the well being of the employees and the firm’s reputation and bottom line. A flat structure can mitigate these issues by creating a more inclusive, flexible and innovative work environment.
Happy People Make Great Employees
While hierarchies have their place in organizations, a hierarchical organizational structure is not always beneficial. Hierarchies can create workplace segregation and destructive behavior, which causes more frequent turnover. It has been reported that job satisfaction is higher in flatter organizations than in those that use hierarchical structures. Collaboration over superiority is desired by many employees. It gives them a sense of equality and trust, which, in turn, increases team morale, productivity and employee retention.
A Stanford University study placed participants in non-hierarchical and hierarchical teams and found that with the absence of managerial roles, there was less pressure within the teams. In a safe environment to exchange ideas and collaborate, team members could focus on the task instead of expending energy defending their personal turf.
For example, our firm holds weekly meetings with lawyers, paraprofessionals and medical staff to troubleshoot issues and ideas. Junior associates and senior associates, for instance, may find it challenging to voice new ideas or take on tasks outside their designated roles. Collectively, we bring together legal insight and medical knowledge, encouraging everyone to share their individual skills, experience and knowledge. This type of collaboration gives everyone a voice and an open invite to ask questions and learn outside of their specific discipline. We constantly adopt ideas put forth by employees, regardless of their bar status. As the ultimate result, all employees feel they have a stake in the game and are able to see success resulting from their contributions.
Open Doors and Streamlined Communication
A flatter structure makes communications more clear and understandable among teams and throughout the firm. It also gives employees more creative freedom to express ideas without fear of disapproval. If a member of our “support staff” needs to reach me, they know they can do so directly without going up a hierarchical ladder. The same is true with our clients. I’ve never been one to hide behind an assistant or paralegal, which I believe helps foster closer relationships and greater client retention. They feel comfortable knowing that I am only a phone call away.
We insist that all executive managers, lawyers and staff have an open-door policy for everyone, regardless of title or position, and we stay away from pigeon-holing our people.
It is very common for team members to interact with Cohen Howard’s executive management team and attorneys. In our firm, counsel attorneys play a crucial role in advising on particular cases and sharing their specialized expertise with the team. Likewise, it is equally common for the executive team and attorneys to contact the team members they think best to advise them on a particular issue. We focus on the individual’s background and expertise rather than their title and position. For example, we have a medical specialist who everyone knows to call whenever they have a coding issue to resolve.
Key Characteristics of a Flat Law Firm
In recent times some law firms have gone flat, ditching the old hierarchies and titles. A flat law firm is a more collaborative and equal workplace where everyone is encouraged to contribute and participate.
One of the key features of a flat firm is the absence of job titles and hierarchies. Instead lawyers and staff are grouped into teams that work together to achieve a common goal. This encourages collaboration and innovation and allows junior associates to take on more responsibility and develop their skills. By getting rid of the barriers that come with titles a flat structure is a more dynamic and inclusive workplace.
Flexibility and work life balance are also key to a flat firm. Lawyers and staff have more control over their own diaries and workloads which leads to higher job satisfaction and lower turnover. This benefits the employees but also the firm’s ability to attract and retain top talent. In a flat firm it’s all about collective success and personal growth which is the model for the modern legal industry.
Growing Your Workforce With a Flat Firm Hierarchy
Millennials, the largest generation in the labor force, tend to think horizontally about their careers. Law students, who often start in entry-level positions, also appreciate the collaborative environment of a flat structure. In simple terms, this means that many millennials would rather broaden their skillset than climb the law firm or corporate ladder. Whether lawyers, law firm leaders or professional staff, this generation enjoys and favors a flatter organization due to the value they find in building peer relationships. They also value the opportunity to suggest new ideas and want to feel they will be heard. In my opinion, older generations enjoy our flatter structure just as much as the younger one does.
Thinking ahead to the future of my firm and the roles I will undoubtedly need to fill as we continue to grow, I find peace in knowing that my work style is ahead of the curve in terms of attracting the right people for the right jobs.
To attract a younger generation of employees, lawyers with outdated work environments will have to rethink their strategy. As Albert Einstein once said, “The world as we have created it is a process of our thinking. It cannot be changed without changing our thinking.”
The Role of Law Firm Partners
Partners are key to any law firm’s success. They bring in business, manage client relationships and run the firm. But the role of partners is changing, especially in flat organizations.
In a traditional law firm pyramid, partners are seen as the ultimate authority figures, with all the power and control. In a flat law firm, partners are more likely to be seen as leaders and mentors rather than bosses. They guide and support junior lawyers, not boss them. This changes the way partners can focus on strategic leadership and mentoring rather than just wielding power.
In a flat law firm, partners also help shape the firm’s overall strategy and direction. They work with other team members, using their knowledge and skills to drive the firm. By being more inclusive and supportive, partners can create a successful and innovative law firm for all.
The Impact of Technology on Law Firms
Technology is changing the legal landscape and law firms are not immune. From AI and machine learning to cloud and cybersecurity, technology is changing how law firms operate and deliver legal services.
One of the biggest impacts of technology on law firms is efficiency and productivity. Automation and AI can do the mundane tasks like research, document review and data analysis, so lawyers can focus on the higher level stuff. And that means lawyers can add more value to their clients.
Technology also brings accessibility and flexibility into law firms. Cloud and mobile devices mean lawyers can work from anywhere and access client files and documents. That means better work-life balance and reduced overheads so law firms can adapt to changing work environments.
But technology also brings challenges – cybersecurity threats and data breaches. Law firms must invest in robust security to protect client data and confidentiality. By staying ahead of the technology curve and addressing the risks, law firms can leverage technology to innovate and deliver better legal services.
The Work-Family Balance
For me, one of the best parts of a flatter organization is seeing the people in my firm as my second family. It truly makes a world of difference to go into work each day, knowing I can count on my staff not only to perform their duties to their highest ability but also to pull together during stressful or unsavory times.
The pandemic has certainly been a time when relying on each other has been of utmost importance as we navigated our new reality of work-from-home, illness and continual hope for an end.
I see many firms are beginning to take the steps needed to rethink the traditional ways of working — including implementing flatter structures. Many law firms are beginning to take the steps needed to rethink the traditional ways of working, including implementing flatter structures. With these changes, we will see the legal industry prosper and employ a growing population of individuals who value community and collaboration.
Illustration ©iStockPhoto.com
Also on Attorney at Work:
“There’s Power in a Little Thank You” by Cindy McGovern
“Ditch the Hierarchy and Embrace Culture for All” by Eric Farber
“Strategies to Win the Escalating War for Law Firm Talent” by Steve Nelson
Subscribe to Attorney at Work
Get really good ideas every day for your law practice: Subscribe to the Daily Dispatch (it’s free). Follow us on Twitter @attnyatwork.