In a demanding career like the law, burnout is a constant threat at all levels. From associates facing relentless deadlines to partners juggling multiple high-stakes cases, the pressure to succeed can take a significant toll on mental and emotional well-being.

If you’re leading a team of legal professionals, recognizing the signs of burnout is crucial. Lawyer burnout leads to lost productivity, unplanned time out of the office, and, in severe cases, malpractice liability.¹ Burnout is not just an individual problem — it is an issue that impacts your bottom line and the reputation of your organization. By understanding the symptoms and taking proactive steps to create a supportive work environment, you can foster a healthier and more productive team.

UNDERSTANDING BURNOUT

Burnout is a state of emotional, physical, and mental exhaustion caused by prolonged or excessive stress.² It’s not simply feeling tired after a long day, but a deep sense of disillusionment and cynicism that can erode one’s sense of accomplishment and motivation.

There are three core dimensions of occupational burnout:³

1. Emotional exhaustion: Feeling emotionally drained and depleted. Lawyers experiencing emotional exhaustion may feel constantly on edge, irritable, or unable to cope with additional stress.
2. Depersonalization: Feeling detached from your work and colleagues. Lawyers feeling depersonalized may become cynical about their clients or the legal system as a whole.
3. Reduced sense of accomplishment: Feeling that your work is meaningless or that you’re not good enough at your job. Lawyers with a reduced sense of accomplishment may withdraw from challenging tasks or procrastinate on important deadlines.

CAUSES

Several factors can contribute to lawyer burnout,^4,5 including:

• High workload and long hours: Lawyers are often expected to work long hours to meet deadlines and client expectations, which can lead to chronic stress and fatigue.
• Demanding clients: Difficult or unreasonable clients (or colleagues) can be a significant source of stress for lawyers.
• Lack of control: Lawyers often have limited control over their workload, deadlines, and the outcomes of their cases, which can lead to feelings of helplessness and frustration.
• Competitive work environment: The legal profession is incredibly competitive, which can create pressure to outperform colleagues.
• Lack of social support: Lawyers may neglect their personal lives due to the demands of the job, which can exacerbate feelings of isolation and loneliness.

BURNOUT WARNING SIGNS

While burnout manifests itself differently in each individual, the following are common warning signs:

• Increased absenteeism or tardiness: Frequent absences or tardiness can indicate disengagement or a struggle to cope with work demands.
• Declining productivity or quality of work: Errors, missed deadlines, and a general decrease in work quality can signal burnout-induced difficulties in focusing and applying oneself. Note that some lawyers fixate on their work when overly stressed, so declining performance may not always be a part of burnout.
• Difficulty concentrating or making decisions: Impaired concentration and indecisiveness can indicate a burned-out mind struggling to function effectively.
• Negative personality shifts: Increased irritability, impatience, and social withdrawal can indicate emotional exhaustion and detachment. Lawyers may express feelings of cynicism about their work and the legal system.
• Changes in habits: Noticeable alterations in sleep patterns, appetite, or reliance on alcohol or drugs may indicate coping mechanisms for unmanaged stress. Burned-out lawyers often experience physical symptoms (headaches, stomach aches, muscle tension) and may cope in negative ways.
• Neglecting social activities: Abrupt loss of interest in previously enjoyed activities can be a sign of burnout.
• Expressions of hopelessness: Statements of self-harm or suicidal thoughts demand immediate intervention and involvement of mental health resources.

If you notice any of these signs in a team member, it’s important to have a conversation with them in a private and supportive setting. Let them know that you care about their well-being and that you’re there to help.

PREVENTING BURNOUT

Research shows that lawyers who work in environments that value professionalism, skill, and humanity over productivity and availability are in better health and experience lower levels of stress than their counterparts.⁶ Whether you’re a partner or managing one attorney, as a leader, you play a vital role in creating an environment that promotes lawyer well-being. Among the steps you can take:⁷

Set realistic expectations

Be realistic when assigning tasks and setting deadlines. Support your team in responding to unrealistic client deadlines. Encourage open communication about workloads and seek adjustments when needed. Delegate tasks effectively by distributing work fairly. Consider individual strengths and capacities when assigning projects.

Champion work-life balance

Lead by example: Disconnect after work hours and encourage your team to do the same. Promote the use of vacation time. Normalize taking breaks and encourage team members to prioritize personal well-being.

Be flexible and supportive

Be understanding when team members need to adjust their schedules for personal reasons. Go beyond understanding and explore flexible scheduling options, which could include compressed work weeks, remote work arrangements on specific days, or offering flex time to accommodate personal needs.

Recognize and reward good work

Acknowledge your team members’ accomplishments and contributions. Consider celebrating team accomplishments publicly, which can foster a sense of pride and motivate others. When possible, tailor your recognition to individual preferences. While public praise is valuable, some may appreciate a personalized note or a dedicated one-on-one meeting to acknowledge their contributions. Reward excellent work by offering opportunities for professional development, which can include participating in conferences, mentorship programs, or leadership training programs.

Open communication

Create a safe space and culture of open communication where team members feel comfortable discussing their stress levels and well-being without fear of judgment or retribution. Implement regular check-ins to discuss workloads, identify potential problems, and offer support.

Provide access to resources

Learn about resources available at your organization so you can inform your team about them, such as employee assistance programs. Equip yourself and other managers with basic mental health awareness training. This will enable you to identify early signs of burnout and provide appropriate support.

By taking these steps, you can create a more supportive work environment that helps your team members thrive and avoid burnout.

BUILDING A CULTURE OF RESILIENCE AND COLLABORATION

Lawyers are often seen as solitary figures tackling complex cases alone. However, fostering a culture of collaboration and teamwork can be a powerful weapon against burnout.⁸ Here’s how leaders can leverage these aspects to build resilience:

Collaboration

• Mentorship: Implement formal or informal mentorship programs. Pair experienced lawyers with junior associates to provide guidance, answer questions, and offer career advice. This builds relationships, fosters trust, and allows younger lawyers to learn from the experiences of their peers.
• Knowledge sharing: Organize regular sessions where lawyers can discuss specific areas of expertise or recent case experiences. This promotes cross-team collaboration, encourages learning from one another other, and creates a sense of collective problem-solving.

Teamwork

• Collaborative task forces: Instead of assigning tasks solely based on individual expertise, consider forming task forces for complex projects. This allows lawyers to leverage their diverse skills, foster a sense of shared responsibility, and distribute the workload, reducing individual stress.
• Team building: Organize team-building activities that are not work-related. This could involve volunteering for a cause your team cares about, participating in a sporting event, or simply having a casual social gathering. These activities help build relationships and a sense of unity outside the typical work environment.

Encouraging collaboration and promoting teamwork can create a support network within your team. Lawyers will feel more comfortable seeking help from colleagues, sharing knowledge, and tackling challenges together. This sense of shared purpose and collaboration creates a more resilient team environment that is better equipped to weather the inevitable stresses of legal practice.

CONCLUSION

The legal profession thrives on dedication and resilience. By fostering a work environment that prioritizes well-being and actively combats burnout, team leaders can cultivate a thriving legal team. Recognizing the signs of burnout and implementing the strategies outlined here empowers you to create a supportive culture where lawyers feel valued, connected, and equipped to navigate the demands of the legal world. Remember, a healthy and resilient team translates to a more productive, successful, and happier practice.

This article first appeared in the #BetterLawLife LinkedIn newsletter.