Duncan Craig presents a 20-year anniversary recognition for Stace Hamilton, director of IT.Provided
As for so many other employers, the pandemic forced Edmonton’s Duncan Craig LLP to radically pivot towards working remotely. But for a smaller, tight-knit law firm, that model was neither desirable nor sustainable. The pivot back to pre-pandemic norms has been methodical and at times challenging, but ultimately rewarding on several fronts.
“At first, it’s like dipping your foot into the ocean and trying to gauge the temperature,” says Darren Bieganek, managing partner. “Some were unsure about it. But as we’ve gradually increased the number of opportunities to interact, what we’ve seen is an increase in participation and a general sense of relief that we are able to do this again.”
By the spring of 2022, lawyers and support staff had the choice of opting into a hybrid work arrangement whereby they would work a minimum of three days a week on site. About a third of Duncan Craig’s workforce chose the hybrid option, while the majority returned to on-site work full time.
The firm’s management team encouraged this transition back to the office by helping to reintroduce staff and lawyers to the in-person events, networking and volunteering that had been part of the Duncan Craig work culture for decades.
This includes monthly social committee events, staff appreciation barbecues and opportunities to volunteer and fundraise on behalf of charitable organizations like the Edmonton Food Bank and the Mustard Seed emergency shelter.
It also meant Duncan Craig could reassert its pre-pandemic role as a force to be reckoned with during the annual Edmonton Corporate Challenge, a lighthearted competition that pits local businesses against each other on everything from bingo to 5K runs.
“We’ve learned again that we definitely have some serious softball players in our firm,” says Erica Banick, director of people and development.
Also revived are the monthly in-person meetings and lunches for lawyers and staff within their respective practice divisions.
“People get to discuss what is and is not working for them,” says Banick. “These events are also a great opportunity to collaborate and have been really important in bringing people back into a team environment and realigning our purpose.”
The fact Duncan Craig’s offices underwent a thorough renovation during the pandemic provided a coincidental benefit.
“It used to be the lawyers had a lounge on one floor and the staff on another,” says Bieganek. “They are now combined in one and it’s been a wonderful experience to see people mingling more and enjoying each other’s company.”
Indeed, Bieganek believes one of the positive outcomes of the pandemic has been a renewed commitment to collegiality and open communication.
“While we worked remotely, we were more deliberate about reaching out and staff were empowered to speak up on everything from work processes to personal challenges,” says Bieganek. “I think we’ve gained better insight into some of the day-to-day challenges our staff face.”
But working in-person has some clear advantages, he adds.
“We can bounce ideas off each other and delegate tasks more easily in person, rather than scheduling Teams calls,” says Bieganek. “We are also in a better position to mentor younger professionals, many of whom finished their last years of law school or even articled online.”
As a human resources specialist, Banick sees another clear benefit.
“It’s easier to identify individual needs and to support people because they are right in front of you,” she says. “That’s much better than having to call people up at home and hoping they’ll tell you what’s going on.”
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