February 8, 2008
The War For Young Attorney Talent At Law Firms
Bruce MacEwen writes in his post The Ten Years War something that I have heard from many managing partners: talent combined with work ethic from those in the "millennial generation" (those born after 1980) is difficult to find. MacEwen quotes an article from The McKinsey Quarterly titled Making talent a strategic priority:
"People in this group see their professional careers as a series of two- to three-year chapters and will readily switch jobs, so companies face the risk of high attrition if their expectations aren’t met. The Gen Y cohort, already representing 12 percent of the US workforce, is therefore perceived as substantially harder to manage than its predecessors. As one North American HR director explained, 'The millennial generation doesn’t want to work 100 hours a week. These kids want a different deal; they have seen their parents work all their life for the same company and then get fired. They are not interested in killing themselves for work.'"
Though the above sounds a bit overstated to me (is the threshold to being productive really 100 hours a week?), it hits on the point that many in mid-sized firms experience: the unmotivated young attorney. MacEwen cites the article's suggestions for battling this "ten year war" for talent:
- Target talent on all levels - not just on lateral partner hires - look for talent at all levels. People tend to change in the environment they are in - if you have talent at all levels, this will encourage the right attitude.
- Communicate your firm's value propositions - it's what motivates behavior, says MacEwen.
- Bolster HR - MacEwen takes exception to this recommendation, arguing that "in many firms [HR's] reputation—certainly as a strategic asset—is tarnished beyond salvation". Instead, he argues, have office managers and practice group leaders be the champions of recruiting.
For several years now, the ABA has made a focus on work/life balance, especially considering some firms where partners can work in excess of 2200 billable hours per year. If you agree that work/life balance is important, how do you get young associates to buy-in to the work part?
Morepartnerincome.com is sponsored by Juris®. For information about Juris products and services for increasing law firm performance and partner income contact Juris National Sales Center:
877/377-3740, e-mail info@juris.com or go to www.Juris.com.
Related posts
Filed under Firm Culture, HR, Management, Operations by Brian J. Ritchey
Leave a Comment