Lawyers love to talk about firm culture—how it sets them apart from the competition and makes them special and different from the rest. But short of reciting talking points, few have ever been able to define what their culture really is. And now it’s getting even harder.

Faced with directives to work from home for a while longer, with the likelihood that hybrid work models will become the norm even after omicron and subsequent COVID-19 variants pass, and with an industry where firm loyalty is fading fast, management will have to be more creative, will have to break out of its traditional work patterns to define—or redefine—a firm’s distinctive culture.