Millennials: How to Get Them on Your Team and Keep Them There

Attract and retain this generation of attorneys by understanding their values and motivations

At any given time, organizations may have up to four generations working simultaneously on their staff; Baby Boomers, Gen Xers, Millennials, and Gen Zers. Generally speaking, every generation is different in their values and motivations. Their reasons to work or not work somewhere as well as their reasons to leave or stay at a place of employment vary widely.

The Millennial generation, in particular, often gets a bad reputation. Some individuals stereotype them as lazy and entitled, needing constant hand-holding and recognition. Many older people still think of this generation as teenagers or very young adults. What they don’t realize is that Millennials arrived a long time ago—and they are a foundational and highly-valuable part of the current workforce.

It is estimated that Millennials will become half of the U.S. labor force this year. The oldest among them are now 40 years old, meaning they are not only practicing lawyers, but they are experienced and ready for partner and general counsel opportunities.

Since Millennials are such a large percentage of the market, organizations would be wise to understand what motivates them to choose a particular company as well as what motivates them to stay. Doing so will increase employee satisfaction and help your business build a team from the best possible candidates.

Who are Millennials?

Millennials are those born between 1981 and 1996 (39 to 24 years old). The youngest among them may still be in law school, but the oldest among them are already an integral part of many firms and corporate legal departments.

Their upbringings were shaped by several large events including September 11th and the wars in Iraq and Afghanistan. The economic recession of 2008 is the reason why many Millennials had a slower start in life compared to generations before and after. The traditional path into adulthood was interrupted by unemployment and a falling stock market. This, combined with enormous student debt, tends to make this generation very financially aware and cautious.

Millennials also usually have extensive technology experience and fluid skills. While many of them vaguely remember a time of rotary phones and cassette tapes, the Internet explosion of the early 2000s shaped their upbringing—they are often technologically savvy.

What Millennials tend to value in a professional environment

Understanding what Millennials typically value relative to other generations can help your company design strategies and programs especially for them.

Having sound ethics and making a difference

Millennials value leaders and organizations with a strong ethical foundation. The dishonesty and confusion that led to the 2008 recession made many individuals wary of the financial sector and authority figures in general. Doing the right thing for its own sake—not just publicity or profit—can be a priority for this generation of employees.

Firms and organizations have traditionally focused on financially incentivizing lawyers with billable hours and bonuses—and compensation remains an attractive strategy. But although Millennials appreciate the financial benefits of a job, many are also incentivized by helping others and using their work to make a positive difference.

Work-life balance—and blend

You have no doubt heard of the term “work-life balance,” but this implies that work and life always occur separately. Millennials do prioritize a rich private life, but many prefer a work-life blend. These individuals are less likely to draw lines between business and pleasure the way other generations do. Millennials believe work should be a place where they can accomplish their goals and have meaningful experiences and relationships.

Opportunities to develop professionally

Organizations can no longer assume that lawyers will stay on for decades—or even 5 years—without concerted strategies to retain and develop them. Millennials will leave companies if they feel unfulfilled, dissatisfied, and stuck. A high rate of turnover can be extremely costly for companies who lose productivity and take on significant expenses to find replacements.

Mentorship

A common joke about Millennials is that they are the generation in which everyone gets a trophy. Although it’s a cliché, this joke may have some basis in reality. Millennials are accustomed to being watched and guided more than previous generations. By the time they reach the professional world, this has often translated into a very constructive desire for mentorship. And frankly, it’s a good practice for developing any younger generation of attorneys, regardless of label.

Technology and innovation

Millennials grew up during the Internet and innovation boom. They watched the Steve Jobs and Elon Musks of the world create amazing technology that changed life as we know it. Thus, many job candidates are drawn to technologically advanced organizations, and they demand that it be part of their daily work life.

Innovative practices—involving technology or not—are also a key motivator for choosing an employer. In fact, research about “The Millennial Lawyer” cited by the ABA reveals that 80% of candidates named innovation as a factor in their decision to take a job or not.

How to attract and retain Millennial employees

Focus on the human connection of the work

Financial gain may still incentivize many candidates, but Millennials also tend to be motivated by helping others and contributing to the greater good. To truly unleash to the enthusiasm of this generation, try discussing the contributions of the work. Who is this helping? How will it make a difference? Why should they care?

Establish a mentorship program to guide new hires

Millennials are often accustomed to consistent feedback and mentorship from their parents and teachers. This doesn’t mean that they need constant handholding. It simply means that they value the input of a more experienced person. Establish a mentorship program to fulfill that value. It will help get Millennial attorneys up and running more quickly. Plus, it allows your organization to shape and guide them in a chosen direction—and it is a key step in increasing the diversity of the legal workforce.

Embrace technology at every step of the process

Millennial attorneys, and certainly every generation to follow them, value technology as a part of everyday life. They expect their employers to have the systems and software in place for them to do their jobs quickly and efficiently—and outdated tech is enough of an impetus for Millennials to leave a company. Organizations should assess their current methods to identify key gaps.

Embrace work-life balance and blend

Work flexibility is becoming more of a necessity with younger generations than just a perk. Millennials want work to be a positive and enriching life experience. And allowing them the flexibility to work from home on occasion or the time to take care of other life responsibilities is sure to enhance that experience and their loyalty to the company.

Use a legal executive search team to understand and attract Millennial employees

Organizations looking to attract quality Millennial attorneys should be optimistic. This generation is enthusiastic and driven. If your company or firm makes the right adjustments for this generation, you’ll have hardworking, talented, and loyal employees for many years to come.

A legal executive search team can help you navigate the ins and outs of the Millennial generation of lawyers to find the perfect fit. At Carrington Legal, we get to know your organization so we can identify what you’re looking for and attract the best candidates. Then, we meet with those candidates personally to give you a successful hire—and a great retention rate.

Carrington Legal Search is devoted to finding the ideal candidates for our clients’ recruitment needs. We have particular expertise in the Financial Services (banking, insurance, investment management, etc.) and Technology verticals. To make our nationwide network work for you, get in touch at 512-627-7467 or email carrie@carringtonlegal.com.