Law Practice Management, 1216 COBJ, Vol. 45, No. 12 Pg. 55
| Author | By JP Box, J. |
By JP Box, J.
Millennials in the Law: How to Motivate and Retain Your Firm’s Young Associates
“Why are you leaving us?” That was the question that disappointed partners asked me at three different law firms during my six years as an associate. The question “why” was quickly followed by: “What could we have done differently?”
At the time, I didn’t have a great answer. I had not yet realized that my story—the successful but unfulfilled associate—was part of a bigger story shared by millennial lawyers (aged 35 and younger) across the state and nationwide.
It’s a story about how generational misunderstandings undermine cohesiveness and productivity at law firms. It’s a story of millennials jumping from firm to firm every few years searching for the right fit, all at great expense to law firms spending significant time and resources on their training. It’s a story of millennials like myself opting out of law altogether to start their own companies or go into other fields.
The good news is that the story doesn’t have to end this way. Law firms can attract, motivate, and retain millennial associates by creating environments where everyone—from Boomer partners to millennial associates—works together effectively and harmoniously.
Inspiring the next generation of young attorneys won’t cost your firm big bucks. You don’t need to renovate your office space to recreate Google’s campus or lavish your associates with bigger bonuses. But it will require a mind-set change and a commitment to understanding commonly held millennial values. It will require law firms to look at themselves critically, asking how they can move forward productively with the next generation of attorneys.
Increasingly, millennials are your colleagues and your clients. Millennials currently account for 34% of the U.S. workforce,1 and that percentage is expected to increase to 46% by 2020.2 Worldwide, millennials will account for 75% of the global workforce by 2025.3 Those firms that understand how to connect with and unlock the talents of this growing generation will be the firms that succeed going forward.
This article explains what makes a millennial tick and how law firms can get the very best out of millennial attorneys.
Who Are the Millennials Really?
A Google search can turn up some less than flattering characterizations of the millennial generation. Millennials are “[e]ntitled, lazy, narcissistic, and addicted to social media.”4 “Millennials are selfish. Millennials don’t work hard. Millennials don’t commit. Millennials don’t focus. And on and on and on . . . .”5
But is this fair? As a millennial lawyer-turned-entrepreneur, I certainly don’t think of myself and my generation as lazy, selfish, or apathetic to hard work and focus. Millennials are willing to work hard, but as a group they are less willing than previous generations to “pay their dues.” Millennials need a purpose to drive them, mentorship and collaboration to sustain them, and the flexibility to blend work and life harmoniously.
We are a demanding generation, searching for happiness and success. On average, a millennial holds a new job for three years or less.6 A millennial associate will leave a law firm, not just when she is unhappy, but when she is not happy enough. A nice paycheck, an office, and the trappings of status are not enough to keep a young attorney motivated and happy.
So, what do millennials value? What can law firms do to inspire a millennial’s best and most productive self?
The Millennial Mind-Set
Millennials are socially conscious, collaborative, confident, and diverse. They seek to blend work and life together; they buck at hierarchies; they value mentorship and open communication; they opt for great experience over high pay; they want to make immediate contributions; and they believe in doing well by doing good.
Work-Life Blend
Is your firm focused on work-life balance? If so, you’re not alone. It’s hard to find law firm recruiting literature that doesn’t mention work-life balance.
But it’s the wrong mind-set, especially if you’re looking to hire and retain the best...
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