[…] are safe. Some work that can be outsourced is the same that’s been outsourced for years – the work done by young attorneys, the 20-something to 30-something Millennials. It’s ironic (in the Alanis Morissette sense) since these Millennial attorneys are often the ones advocating for new legal technology in their offices. Millennial attorneys have […]
[…] people, assuming they have the technological competence to provide basic technical help and troubleshooting to the older lawyers in the organization. The problem here is that, although millennials were born in the Internet age, there is a stark difference between consuming technological content and actually using it to solve real-world problems. Yes, millennials consume […]
[…] the point. Don’t bury the lead to make discomforting information more palatable since it can confuse rather than help the client. Second, services must be delivered transparently. Millennials in particular are not impressed by corporate hierarchy in general, and certainly not by professionals shrouding themselves in the inner workings of the law. A legal […]
Before COVID-19 rocked our workplaces, law firms were making strides in reducing office space. When considering what millennials want from their employers, skyscrapers with marbled interiors and stately furnishings may not have the same allure as they once did. In contrast, younger lawyers seek working environments dedicated to collaboration and efficiency. Law firms have […]
Law student well-being is just another way for millennials to get out of work. Is it just me or is that statement a bit harsh? Yet, I’ve recently heard it a handful of times from lawyers. Go ahead, label me as “soft” or a “tree hugger”; but I’m an attorney and I believe the […]
[…] is more important than ever. For example, 49% of Gen Z are likely to care about a lawyer’s website compared to 21% of Boomers. Fifty-three percent of Millennials are likely to care about online reviews compared to just 25% of Boomers. Alternatively, only 46% of Millennials are likely to value referrals compared to 60% […]
[…] generation are unable to move on from their parents’ protection. For example, in October, the Federal Reserve released a study indicating that student debt may be why Millennials are moving back in with their parents. Between 2005–2014, the percentage of 18-to-31-year-olds living with their parents grew by 15%, which the researchers described as an […]
[…] changing? Let’s start with demographics. We now have four generations in the workplace, each with different traditions and different approaches to work. And of those four generations, Millennials represent approximately 50% of the workforce. By 2030, 75%. This statistic should be of crucial importance to you as a workplace leader, not just because of […]
[…] part in the program. They simply volunteer out of the goodness in their heart and the genuine interest in the cause. And to think, many care to believe Millennials aren’t interested in pro bono service. It’s just like we discussed in one of our most recent blog posts, the cause needs to be accessible, transparent, […]
[…] serve that are not faith-based. And serving others is good for both the recipient and the giver. As we have written on this blog before with respect to Millennials, people give when they feel the purpose really matters. Research showing the positive effects of giving abounds. For example, a 2013 study by United Health Group showed […]
[…] its dress code to simply “dress appropriately.” The company not only put the announcement on Facebook, it explicitly stated that it changed the dress code to attract Millennials, “to create a work environment that’s more familiar and appealing … a plus from both a recruiting and retention perspective.” And MassMutual isn’t alone. As the […]
[…] in why we’re talking about leadership right now, with this new workforce. If you expect that you’re going to have a high turnover, because your employees are Millennials, if you expect them to fall through the pipeline because your employees are diverse, if you expect them to not commit to your organization because they […]
