When Your Young Lawyers Don’t Meet Muster: How to Influence Millennials and Gen Z

Millennials and Gen Z have unique expectations and values that can influence their professional behavior. They are purpose-driven, tech-savvy, and collaborative. They prioritize personal well-being and expect flexibility in their work arrangements so they can have an ideal work-life balance. They are also eager to learn and develop their skills through continuous learning. 

However, this group of individuals is not always easy to work with. They can be particular about when and where they work, as well as the benefits they expect. Generational differences can sometimes lead to misunderstandings in work ethics, communication styles, and generational stereotypes. 

Despite the challenges, there are ways to deal with young lawyers in the Millennial and Gen Z generations without ruining professional relationships entirely. Keep in mind that individuals within each generation can vary greatly. It’s essential to approach each person with an open mind and willingness to learn and adapt. 

Common Difficulties Working with Millennials and Gen Z

When people in other generations work with Millennials and Gen Z, there can be challenges. Those complications often arise from inconsistencies and miscommunication. Some of the most common difficulties experienced in the workplace include: 

Different Communication Styles

Millennials and Gen Z often prefer more casual and direct communication styles, which can sometimes be perceived as disrespectful or unprofessional. They may rely heavily on digital communication channels like instant messaging and email, which can lead to misunderstandings or missed information.

Changing Expectations

Millennials and Gen Z often prioritize work-life balance and may be less willing to put in long hours or sacrifice personal time for their jobs. They may be more likely to change jobs frequently in search of new opportunities or better compensation.

Need for Meaningful Work

Millennials and Gen Z often seek careers that align with their values and make a positive impact. This can make it challenging to motivate them with traditional rewards or incentives. They may crave autonomy and independence in their work, which can sometimes conflict with traditional hierarchical structures.

Technological Differences

Millennials and Gen Z grew up with technology and are often more comfortable with it than older generations. This can sometimes lead to communication gaps or misunderstandings. They may expect to be constantly connected to their work, which can blur the lines between work and personal time.

What to Do When Millennial and Gen Z Lawyers Aren’t Working Out

If you’ve hired a young lawyer who just isn’t working out, you should consider the common challenges that have been mentioned. Is it possible there is miscommunication or a way to correct the mistakes that are being made? Often, you simply need to find a way to communicate the deficiencies to the younger generation. 

Open and Honest Communication

There are some tactics that you can take to ensure you’re not miscommunicating your expectations and that you understand theirs. 

• Schedule regular check-ins: Have frequent one-on-one meetings to discuss expectations, goals, and any concerns.
• Active listening: Pay attention to their feedback and concerns, and show that you value their input.
• Be clear about expectations: Clearly communicate your expectations regarding workload, deadlines, and communication styles.

Provide Opportunities for Growth and Development

Millennials and Gen Z value advancement in their careers. They are not only interested in a bigger paycheck, but also in learning new skills. 

• Offer mentorship: Pair them with experienced mentors who can provide guidance and support.
• Encourage professional development: Support their attendance at conferences, workshops, or training sessions.
• Provide challenging assignments: Give them opportunities to take on new responsibilities and grow their skills.

Foster a Positive Work Environment

Younger generations of lawyers have much different expectations about their place in the working world. While older lawyers were familiar with the harsh reality of law office stereotypes, Millennials and Gen Z want to see changes before they invest in a firm. 

• Create a supportive culture: Encourage a collaborative and inclusive work environment.
• Recognize and reward achievements: Celebrate their successes and contributions.
• Prioritize work-life balance: Support their efforts to maintain a healthy work-life balance.

Address Performance Issues Directly

If there are any serious problems, you should discuss them directly with Millennial and Gen Z lawyers. They need to know where they stand, and they don’t like beating around the bush. 

• Provide constructive feedback: Give specific examples of areas where they can improve.
• Offer support: Provide resources or training to help them address any performance gaps.
• Set clear expectations: Clearly outline the consequences of continued underperformance.

Consider Alternative Arrangements

Every worker is unique, especially Millennials and Gen Z. When trying to find a situation that works well for them, think outside of the box. However, if things really aren’t working, then you should cut things off when necessary. 

• Flexible work arrangements: Explore options like remote work, flexible hours, or compressed workweeks.
• Reassignment: If the current role isn’t a good fit, consider reassigning them to a different position.
• Separation: If the relationship is not working out, it may be necessary to part ways.

It Is Possible to Work Effectively with Millennials and Gen Z Lawyers

Negative stereotypes about Millennials and Gen Z can cloud judgment and make it difficult to see individuals as unique individuals with their own strengths and weaknesses. Remember that each situation is unique, and it’s important to approach challenges with empathy and understanding. By working collaboratively with your Millennial and Gen Z lawyers, you can create a positive and productive work environment.