Some law firm leaders hope for breakthroughs that streamline operations and boost profitability. Others worry they’ll unwrap a tangle of tools they don’t know how to use — or worse, a wedge that drives a deeper divide between lawyers and staff.
Whether you’re excited or apprehensive, one thing is clear: 2026 will be a turning point for firms trying to modernize the way they work, attract and retain talent, and deliver legal services in a rapidly changing market. AI is part of that transformation — but it’s not the whole story.
Here’s what legal administrators need to know and do to prepare.
1. Process Automation Is No Longer Optional
AI is accelerating a long-overdue shift toward streamlined, automated workflows. Manual billing, document routing and intake forms that get passed around via email are already being replaced by intelligent systems that do the work faster and with fewer errors.
In 2026, you’ll see AI deeply integrated into everyday tools. Microsoft 365, for example, is quietly adding features that suggest email responses, summarize documents and draft memos. Billing and accounting platforms are auto-generating time entries and predicting payment delays. These tools won’t feel “futuristic” — they’ll just feel normal.
But automation doesn’t work without structure. Firms must map their core workflows, eliminate redundant steps and ensure that the technology is working for their people and not just creating new complexity. The real ROI comes from automating around clear, consistent processes.
Action: Identify one high-friction workflow like time tracking or intake and create a 90-day plan to streamline it using existing tools or automation features.
2. Retention Will Be the Hidden Cost of Falling Behind
Top legal talent increasingly expects to work in a well-run firm — not just one with high-quality legal work. When internal systems are clunky, communications are unclear and compensation lacks transparency, your best people notice, and they leave.
AI isn’t just about technology. It’s about enabling people to do more meaningful work. Automating low-value tasks frees up time for high-impact contributions and allows lawyers and staff to focus on client outcomes, not admin chores.
Top legal talent increasingly expects to work in a well-run firm — not just one with high-quality legal work.
Retention in 2026 will hinge on two things: clarity and growth. People want to know how they’re evaluated, how they can succeed and that the firm is investing in modern tools that support their work.
Action: Pair any tech rollout with a people strategy: clear expectations, transparent metrics and training that supports evolving roles.
