The modern legal workforce is more multigenerational than ever, with many firms bringing together Baby Boomers, Gen X, Millennials and Gen Z professionals. This unique mix offers a wealth of knowledge and diverse perspectives, but also introduces potential challenges.
Communication is a common hurdle, as generational preferences often differ. Notably, 54% of surveyed law firms report that these differences can hinder operations. When asked for specifics, attorneys highlighted that younger lawyers tend to prefer digital tools such as instant messaging, while their older counterparts tend to favor in-person discussions or phone calls.
Further, LinkedIn data shows 1 in 5 Gen Z workers hadn’t spoken with a colleague over 50 in the past year and nearly 40% of workers over 55 reported no engagement with Gen Z colleagues. In an industry where the average age is higher than the general U.S. workforce, nurturing collaboration across generations is essential.
Generational representation among U.S. lawyers
According to the U.S. Bureau of Labor Statistics, the median age of lawyers in 2022 was 46, compared to 42.3 for the broader U.S. workforce. The age difference is largely due to two factors – most lawyers enter the profession after age 25 and many continue practicing well beyond 65. About 14% of all lawyers – roughly 1 in 7 – are 65 or older, nearly double that of the general U.S. workforce.
Nearly half (47.5%) of surveyed attorneys believe there should be no mandatory retirement age for partners. However, Elizabeth Cabraser of Lieff Cabraser Heimann & Bernstein, age 72, notes a growing scrutiny of older leaders, which she calls the “Biden effect.” Drawing parallels to public discourse surrounding President Biden’s age and perceived coherence, Cabraser feels similar scrutiny is now affecting seasoned attorneys, leading some to reevaluate their roles within the profession.
Moreover, more than a third of surveyed law firms said the biggest hurdle for aspiring Gen Z lawyers is adjusting to differing workplace attitudes between themselves and older colleagues. Clearly, bridging these generational gaps is vital to a law firm’s success.
How multigenerational teams strengthen law firm success
1. Mentorship and knowledge sharing
Multigenerational teams provide a dynamic environment for mentorship and knowledge sharing. Older generations offer invaluable experience and institutional knowledge, while younger generations can bring fresh perspectives and familiarity with new technologies. For instance, Justia Webinars recently announced a session titled – LinkedIn for Baby Boomer Lawyers. This is just one example of how younger legal professionals can support their more senior counterparts.
2. Enhanced client relationships
A diverse, multigenerational team is better positioned to understand and meet the varied needs of clients. Heather Morse – Director of Marketing at Greenberg Glusker Fields Claman & Machtinger LLP – recently highlighted the generational gap between law firm leadership and their clients. Her data reveals that Gen-Xers are often excluded from law firm management, they represent about 20% of legal spend decision-makers at Fortune 100 companies and 30% at NASDAQ-listed tech firms. Though firms don’t need to mirror their clients, increasing generational diversity within leadership presents a valuable opportunity for law firms to better align with the expectations of a younger, evolving client base.
3. Improved workplace culture
Multigenerational teams bring together a range of perspectives and experiences, which are essential for fostering a workplace culture where employees feel valued and heard. This sense of inclusion not only drives performance and loyalty but also, by leveraging individual strengths, helps create a more adaptable environment, boosting employee satisfaction and retention. Given that losing a single associate can cost a firm between $200K and $500K, investing in employee satisfaction is key for long-term success.
Key strategies for building cohesive, multigenerational legal teams
1. Acknowledge and celebrate differences
Misunderstandings often occur when generational differences are left unaddressed. But it’s important to remember that just because someone is a e.g. Gen X attorney, doesn’t necessarily mean they will adhere to the typical behaviors and preferences associated with that generation. To bridge this gap, leadership can create opportunities for open dialogue, allowing team members to share their individual preferences and expectations. By gathering these insights firsthand, teams can avoid misalignment and reduce unnecessary friction.
2. Create opportunities for informal exchanges
Research shows that three-quarters of early-career professionals would only engage with senior colleagues if those colleagues first initiated communication. This is understandable, as during the pandemic, many younger workers missed out on informal “small talk”, which plays a vital role in relationship-building. To address this, many firms have introduced remote and in-person spaces and events to encourage more informal exchanges. Additionally, assigning individuals from different generations to project teams can promote communication. By facilitating these opportunities for relationship-building, firms can strengthen cross-generational connections.
3. Diversify training options
As Dale Ponder, Managing Partner and CEO of Osler, puts it, we’ve “definitely observed that the younger generations learn differently.” They tend to focus on challenging work that fosters measurable skill development, preferring immediate feedback to track their progress. By recognizing these differences in learning preferences, firms can adjust their training programs to better meet the needs of each generation.
4. Involve junior lawyers in strategy
Valerie Mann, former Managing Partner of Lawson Lundell LLP, emphasizes the importance of involving junior lawyers in high-level strategy and decision-making. As Mann explains, “Junior people now just expect to be part of that conversation… they get frustrated when they’re not.” By including younger lawyers in strategic discussions, firms not only help them to understand the bigger picture, but also make them feel valued and engaged in the firm’s success.
Successfully managing multigenerational teams requires intentional strategies to foster a supportive environment. By embracing diversity, law firms can unlock their teams’ full potential, driving collaboration and success.
Partnering with Distinct
Distinct Recruitment is committed to helping law firms build high-performing teams. With our expertise in legal talent acquisition, we can help you find attorneys and lawyers who not only possess the necessary skills, but also contribute to a collaborative and inclusive work environment.
If you’re an attorney considering your career options or a hiring manager within a law firm, our legal recruitment specialists can help. Contact us today.
