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Pamela DeNeuve

Lawyer & Law Firm Peak Performance Strategist

Seek Solutions to Practice Love of the Law for Millennials

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Senior Lawyers – Solicitors vs. Younger Lawyers

There is a situation brewing like the Hurricane winds in the tropics. Over 20% of lawyers are in this group. By 2025 up to 75% of the labor pool of lawyers could be Millennials.

I often hear senior lawyers or law firm management say, “Millennials do not want to work.”

Hal, an owner of a solo practice, shook his head, “These young lawyers have a sense of entitlement. I don’t understand it. I’ve had to work for everything I have.”

Statistics show that these young solicitors can be diligent. However, they see no need for what seems like needless suffering and sacrifice with no real benefits in the end.

One four-year associate stated, “A lot of the actions of the older lawyers just don’t make sense. Why should I stay?”

Where the Friction Begins

The partners in law firms say, “We sure miss the good old days when lawyers were lawyers and men were men.” Others say, “What’s the matter with these kids today?

“Millennials are diverse, and there are so many women lawyers now!”

Granted, anyone who has studied the trends admits that Law firms will more than likely change more in the next 20 years than they have in the last four decades.

The 3 Generations

Baby Boomers

(Born 1946 -1964) 53 – 71 years old

Baby boomers are extremely competitive. Their identity is tied with work. Family roles were more traditional and patriarchal. Women raised the children and also tended to all household matters while the husband earned a living.

Generation Xers

(Born 1965 – 1976) 41 – 52 years old

Generation Xers They are suspicious the economy. They saw their parents lose their jobs, their savings or investments in the 1980’s.

They question authority. This generation may not believe that hard work equals success and security.

Millennials (Born 1977 – 1995) 22 – 40 years old

They learned to pursue the career that they loved. Millennials tend to prioritize health, fitness, and family. This group is extremely communicative, may reveal feelings about issues in the law firm. They crave recognition and praise for a job well done.

Conflicts

  • Conflict No. 1: These younger lawyers continue to question authority! Why aren’t you young lawyers willing to pay your dues? I certainly did! Stop complaining.
  • Conflict No. 2: Why aren’t these younger lawyers interested in long-term sacrifice? They don’t seem to care about becoming a partner.
  • Conflict No. 3: Older lawyers and younger lawyers have difficulty communicating and understanding each other. They have different values.

Solutions

Solution No. 1: Seek to find common ground to build upon. Young and old embrace the law but the approach is different. Decide that that different is not necessarily wrong.

Solution No. 2: Find out what motivates your younger lawyers and what is important to them. Like it or not, this is your new labor pool.

Solution No. 3: Find ways to increase communication and acknowledgment. Become flexible in the billable hours and how and where work must be performed.

Because their values are different, don’t dismiss their values as wrong.

Law Firms

Each law firm has a simple choice. One is to become more flexible and find ways to incorporate practices that encourage retention.

Or, continue traditional methods of getting work done and lean more towards attrition. “Let them leave!” is an attitude of many older attorneys.

Another solution is for all lawyers can sit down and talk about some solutions. Usually, a facilitator or strategist can help in this process.

Millennials & Gen X: You decide whether you will practice law, become more open to sacrifice and compromise and whether you find enough value within their firm to stay with a law firm

Like It Or Not, 3 Generations Must Make Money Together

Like it or not, to succeed the three generations must learn to respect, understand and work with each other. Baby Boomer lawyers are going to soon retire or pass away. Younger lawyers will assume power.

Hire A Strategist/Coach/Consultant

Hiring a strategist, or consultant can quickly help law firms to make positive changes in a productive, enthusiastic, and a profitable way.

Pamela DeNeuve

I Help Lawyers & Solicitors & Law Firms Improve Profitability & Productivity

Email or Call Pamela to schedule an easy 20-minute consult to get you on your way to health, happiness and increased productivity

pamela@pameladeneuve.com

www.pameladeneuve.com

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