“#OkBoomer”—Bridging the Gap Between Boomers and Millennials

Understand the differences between the generations to create a more cohesive team

The current workforce is the most diverse in history—not just in terms of ethnicity and gender, but in age as well. In most organizations, four generations are working together at any given time, spanning over 50 years.

This diversity is a huge asset. Having a team with different experiences and backgrounds only makes the organization stronger. However, it is not without its challenges. One of the biggest obstacles organizations are facing is how to bridge the generational divide, especially between millennials and baby boomers. And law firms and corporate legal departments are no exception.

Many boomers occupy key leadership and executive roles that millennials are aiming towards. In 2018, 29% of boomers (age 65 to 72) were working or looking for work. That is 8–10% higher than previous generations, which means boomers are not retiring as quickly as their predecessors. Millennials, on the other hand, make up 35–40% of the current workforce. That is expected to jump to 75% by 2025 as older generations retire. These generations will be working with each other for some time.

There are some key differences between these groups that can greatly enhance an organization if managed correctly and cause serious division if managed poorly. It’s important to understand how the generations differ and then find a path forward to bridge the gap between them.

Differences between baby boomers and millennials

The most obvious professional characteristic of baby boomers is loyalty. This is the generation that often built a decades-long career at one organization, slowly working their way up the ladder until they decide to retire. They value this loyalty and the effort they put in to get to where they are now.

Boomers tend to be more direct in their communications and value things like tradition and organizational structure. They aren’t as sensitive to the need for work-life balance. Boomers also prefer to have conversations in person and aren’t as technologically fluent as younger generations. And the best professional quality of this generation is experience.

In contrast, millennials move more fluidly through their career and are only loyal to organizations that are perceived as being loyal to them. This isn’t the generation that started the trend of lateral movement—leaving organizations after brief periods to pursue something better—but they’ve certainly taken it to the next level.

Contrary to some stereotypes, millennials can be extremely hard-working and goal-oriented. They are technically skilled, and many are very enthusiastic about their work when they believe it will contribute to the greater good in some way.

In particular, Millennials desire open and fluid communications with their managers and leaders. They also pursue a “work-life blend” in addition to prioritizing work-life balance. Many view their work as an integral part of their lives—including their social lives—while still desiring the flexibility to enjoy life outside of office walls.

Of course, millennials are very technologically savvy and often prefer to communicate via digital methods like texting and email. However, they can be excellent in-person networkers and communicators, as well. Although they don’t have the same experience as boomers, millennials are excited about professional development and will often take on additional tasks to grow.

How to bridge the gap between millennials and baby boomers

Despite these differences, millennials and baby boomers can make great teams. They will work extremely well together if the right culture facilitates good communication and understanding.

Create a two-way mentorship program

Traditional mentoring programs pair senior attorneys with new lawyers so that the former will guide the latter. But for the gap between young and old to truly shrink, mentorship needs to flow both ways.

Young lawyers (of course) benefit from mentorship by learning from someone more experienced. They tend to acclimate and learn the rules of the road more quickly. They also have a sense of support in what is often a chaotic and stressful time early in their careers.

Boomers, however, still have a lot to learn. In two-way mentorship, millennials can introduce them to new technology and even coach them on how to manage other millennials. And millennials have experiences of their own to share from an ever-evolving professional world.

Programs like this are designed to facilitate teamwork as well as promote professional success and the transfer of knowledge. Mentors and mentees who spend time together will inevitably talk about things outside of work, hopefully developing common ground. And as millennials and boomers start to understand each other, they will grow to value each other’s experience and perspective and work together more cohesively.

Include millennials in key initiatives

Boomers are in key leadership positions—and they are usually the ones holding meetings and making decisions. Millennials, however, want to be included in decision-making processes, and they will often leave an organization if they don’t feel that they are being heard.

Consider including millennials in committees or teams to bring a fresh perspective. Boomers may be unaware of issues or concerns facing younger attorneys—this participation could help bring those problems to light and give millennials an active role in the solution. Plus, putting the generations together to solve problems or work on projects will only encourage teamwork.

Training programs enable Millennials and Boomers to learn together

Other than shared hardship, perhaps nothing brings people together more than learning something new. Although millennials and baby boomers each have their specialties, there are plenty of topics that are uncharted territory for them both.

Hosting lunch-and-learns, workshops, webinars, and classes are great ways to get everyone on a level playing field. Training on the systems, software, and processes used by the organization also enables everyone to learn together. Whether it’s a brand new interface or something that’s been around for years, give the generations a space to exchange ideas, perspectives, and tips to enhance each other’s productivity.

Create activities that encourage socializing

It’s only natural that those who are similar in age gravitate toward one another socially. This isn’t a bad thing, but it is important to mix it up every once in a while. Provide opportunities for the team to socialize outside of the office.

Take the team out to lunches. Plan a monthly team-building activity that allows you to match up people who normally don’t work together. Create a volunteer program so employees can work together toward a common goal in their free time. However you want to structure these activities is up to you—but doing so can enhance communication and teamwork.

Use an executive legal search firm to address and close the generation gap

Executive legal search firms can make the process of hiring and maintaining a tight-knit team easier. They know the values and preferences of each generation, so they can find the right legal candidates that not only fit with your organization but fit with the other attorneys on your team.

Consider implementing these ideas to bring millennial and baby boomer attorneys closer. If you create the right culture, you will enjoy a more productive work environment with a happier and more-driven team.

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.