Dan Hull at What About Clients? has apparently had it with the ruckus over Generation Y. In a post yesterday (HT to Legal Blog Watch), Dan responded to a seminar pitch on “learning to work with Millennials” with this riposte:
It’s your problem, Gen-X and Gen-Y. Not ours. Work, figure it out, ask questions, and we’ll help you–but it’s your job to adjust to “us” and the often hard adventure of learning to solve problems for your employer and its clients.
This is a great distillation of the frustration and resentment many Boomers feel about all the fuss being made about Millennials, whom many Boomers widely perceive as complacent and arrogant beyond their years. As a Gen-Xer, I don’t share that sentiment myself, and I don’t really care one way or another which generation is friendly with whom. But I do think there are a couple of useful points to be made here.
The first is about market inefficiencies. Like them or not, Millennials are entering the legal workplace, and they represent the thin edge of the talent wedge for which employers will be competing very hard in years to come. If you have problems with Millennials — with what you perceive as their attitude, ambition, enormous self-regard and “sense of entitlement” — that’s your right. But it puts you at risk of a competitive disadvantage with your rivals who are unburdened by these difficulties. Disliking Millennials is a market inefficiency, and employers who can approach Gen Y with a clean slate will accordingly be ahead of the game. That might not matter much right now, with Millennials still in the first few and least useful years of practice. But soon enough, it will matter a lot.
The second is the fact that Dan is right, on a couple of points: the amount of attention paid to Gen-Yers is disproportionate to their current presence in the legal profession, and Boomers still hold the reins of power in almost every legal institution (law firm, legal department, government office) you care to name. Understanding Millennials enough to get the most out of them is becoming an important advantage in the talent wars, but at least right now, it’s not as important as figuring out the ambivalent Gen-Xers overrepresented in the non-equity partners ranks or, especially, the aging Boomers hanging onto their files and practices with tight fists.
So the balance of this post is for Generation Y lawyers, and aims to answer the question: how can you adjust to Boomers and, to a lesser extent, Gen-Xers in the legal workplace? Here are four quick points to keep in mind. Continue Reading