Clear communication and clarification of expectations are the keys to the development and retention of Gen Y law firm associates according to the panel of partners and associates at the Women in Law Empowerment Forum event last Thursday morning.
During a lively discussion moderated by Phyllis Weiss Haserot, President and Founder of Practice Development Counsel, the panelists addressed significant differences in communication styles, desires and needs of each of the three generations currently in the workforce – the Baby Boomers, Gen X and Gen Y – and how such differences impact the development and retention of both Gen X and Gen Y associates.
While these sort of discussions often focus exclusively on Generation Y’s fallibilities, such as their helicopter parents over-involvement in their careers and the generation’s need for constant feedback, Helise Harrington of Sonnenschein Nath & Rosenthal emphasized the good things that have come out of the introduction of Gen Y to the workforce, including a greater movement towards flextime and parental leave for all. As a Baby Boomer, she said that she could really appreciate the change. “When I first entered firm life, there were only two women, and they both put off having babies until after they made partner. And, once they actually gave birth, they zoomed back [to the office].”