Managing Gen-Y legal workforce

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Generation Y, also known as the Millennials, they are the fastest growing segment of today’s workforce. Gen-Y legal professionals believe they deserve good careers; they are ambitious and eager to develop their skills. Therefore, job-hopping is more common with this younger group than it is with more senior professionals. "The older generation will stay with a firm for longer for stability and career development, but the younger generation will follow the immediate opportunity and money without considering longer term consequences,” say Ricky Mui, Director - Robert Walters Legal & Compliance Division.

As law firms seek top talent, employers realise it is essential to tune into the attitudes, needs and wants of this younger generation to manage them. According to Mui, this workforce is best handled by offering them good career progression, recognition and a positive work culture.

Tech-savvy and mobile

Generation Y grew up with computers and the Internet, therefore the virtual world is very much a part of their workspace. Blackberry phones, laptops and cellphones have become an essential part of their lives. Smart employers can tap into this trend by incentivising Gen-Y lawyers to be task orientated with flexible office hours and encouraging them to take full advantage of mobile technology to complete tasks.

As law firms seek top talent, employers realise it is essential to tune into the attitudes, needs and wants of this younger generation to manage them.

Upskilling

This younger generation is achievement oriented and eager to increase their marketability. The Gen-Y legal professional is looking for a solid learning curve, which will lead to career advancement. He or she wants to develop new skills or improve in their area of specialty and are up for new challenges. Hence, seminars, educational courses, international work experience, goal-setting exercises and performance reviews are good forms of motivation.

Being seen and heard

Gen-Ys do not like being ignored. They crave attention in the form of mentorship, feedback and guidance. They like to know what is going on in the organisation they work for and appreciate being included in the decision making process. Recognition, showed by promotions and new positions, is another big motivator for this generation. “In Asia, a good job title, greater international and Asia-Pacific exposure and promotions are critical for staff retention”, says Mui.

Team players

This is a generation who participated in sports as children, so they are sociable and work well in groups. Gen-Ys value teamwork and peer support, so when presented with an affirming, friendly and fun work culture, many become loyal team players who are committed to their organisations.

Contact us or speak with our specialist recruiters for more hiring advice.

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