What Does it Mean for a Firm to Have a Flat Management Style?
Many tech startups feature flat hierarchies, and that management/organizational style has started to penetrate other industries, including the legal industry — this is particularly true in California, where Silicon Valley culture seems to dominate the socioeconomic landscape in the major metros.
Let’s take a look at what a flat management style means in the legal context.
Flat Organizations vs. Standard Organizations
Flat organizations are difficult to define, as there are a variety of perspectives on what it actually means for an organization to implement a flat structure. Stated simply, “flat” organizations are those that distribute responsibility and rewards in a more thinly-spread manner. The terminology may also be used to describe a bottom-up decision-making structure.
How does this look in the real-world?
An entity — firm or in-house legal department — may flatten their organization in a number of different ways. Shared and more equally-distributed responsibility is a key aspect of flattened hierarchies. A boutique firm with a “flat hierarchy” may develop a system that allows most attorneys (regardless of seniority) to interface with clients. Similarly, they may require that senior attorneys perform what is traditionally conceived of as lower-level work.
By forcing a “flattened” set of standards on attorneys within the organization, this has the effect of minimizing egos. Attorneys who are unwilling to take on lower-level responsibility or who dislike the idea of being treated (within the organization) as someone who is their relative junior, are much more likely to simply leave and join a firm or in-house legal department that conducts themselves in a more standard fashion. As such, those who remain are much more willing to cooperate with and accept the input of other attorneys regardless of seniority.
The Impact of Flat Hierarchies on a Legal Career
The existence of a flat hierarchy can have a significant impact on your legal career, and as such, it’s worth considering the consequences and whether it is worthwhile (given your personal dispositions).
Generally speaking, flat hierarchies lead to a more collaborative, friendlier environment in the workplace — as competition between individuals (and departments) is discouraged due to shared responsibility. Further, flat hierarchies tend to lead to more individual worker autonomy when it comes to projects.
For example, suppose that you are working in an in-house legal department where attorneys are assigned to a project by a managing supervisor. The project’s team may be comprised of people who are not particularly interested in it, and who will have a “bad attitude” towards their involvement in said project.
By contrast, suppose that you are working in an in-house legal department that prides itself on its “flat” organization style. In the workplace, attorneys are allowed to create a priority list of projects that they’d like to work on. This gives them some degree of autonomy when it comes to selecting projects that they’re actually interested in, and that will lead to directed career growth.
Though not always, flat hierarchies tend to lead to more autonomy, which is incredibly important for attorneys who wish to direct their career in a particular manner. This can be a lot more difficult to do in a standard workplace environment, as your “boss” might have their own ideas about what you should work on.
On the other hand, firms and in-house legal departments with flat hierarchies may not be a great place to move up (though they can be quite useful for building one’s experiences and resumé). The flat hierarchy structure means that a promotion is likely to mean “less,” and may even feature a lower pay raise and somewhat stilted responsibilities. Of course, some attorneys prefer that — they may be intimidated or uninterested in shouldering the responsibilities given to a junior partner at a big firm, for example, but willing to share those responsibilities in a flat hierarchy.
Speak to an Experienced Los Angeles Legal Recruiter at Garb Jaffe for Comprehensive Guidance
If you’re interested in making a transition to a new position — whether in a firm environment or at an in-house legal department — we can help. At Garb Jaffe & Associates, our experienced Los Angles legal recruiters have spent decades assisting mid- and high-level attorneys climb the career ladder by identifying ideal opportunities and working closely with attorney candidates to ensure that they properly execute the switch.
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Our legal recruiters boast a consistent track record of success in placing attorney-candidates in their target positions. Ready to discuss your goals and concerns, and the opportunities available on the market? Call us at 310-207-0727 or send a message online to connect to one of our legal recruiters.
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