Gen X lawyers can work with Gen Zs… here’s how

Hey you, lawyer of a certain age (cough - that’d be my age). When you first started out, law firm hierarchy was clear: work hard, put in the hours, respect the pecking order, do what you’re told, and await your turn.

This approach wasn't just about tradition; it was a tried-and-tested way to manage risk. In the legal world, a mistake can carry heavy consequences, and this system was designed to ensure everything ran smoothly under the vigilant eyes of experienced professionals.

Enter Gen Z. Now, before we dive in, a disclaimer: generational observations are of necessity broad strokes which can never capture the complexity of our human experience.

I actually get a bit frustrated when people make assumptions about others based on their age. I find I’m having technology explained to me q u i t e s l o w l y more often now, despite the fact that I’ve been online since the 80s and built my own website and all the behind-the-scenes tech holding it all together. But I digress.

Nevertheless, very generally speaking, I do think there is a cultural shift underway which sees more younger workers approaching their roles with a desire for collaboration and mutual respect, rather than the years-served-equals-kudos mindset that can sometimes be the habit of their elder colleagues.

They are perhaps more likely to question policies, not to be rebellious, but to understand the "why" behind them. Once they grasp the reason, if it makes sense, they're usually all in. It's not about bypassing the system; it's about co-creating a working style that feels meaningful to them.

What about Millennials?

What about Millennials, I hear you ask? Most of my clients are probably aged about 35-55, with some on either side. That captures both “Millennials” (born 1981-1994) and “Gen X” (born 1965-1980). All, of whatever age or generation, are delightful to work with, thoughtful, creative and hard-working.

Maybe it’s a selection bias issue in terms of the kinds of people I end up working with, but I don’t personally experience any differences between Gen X and Milliennials. Perhaps since I started my career in the 90s there has been a gradual shift towards a more balanced placement of work within the broader context of your life. I am most definitely here for that. But I’ve seen that shift across people of all ages, and I see a similar approach to work and workplaces through both of those generations.

I do see more difference emerging with Gen Z (born from the mid 90s). Very broadly speaking, in addition to the de-centering of work in their lives that the Xs and Milliennials have seen, they often bring a more nuanced response to hierarchy. In my experience, in this newer paradigm workers respect experience and knowledge, but they do not accept there is therefore a hierarchy of power that automatically flows from that. They experience themselves as fully valuable people with agency, who expect to be respected as such. And I am also most definitely here for that. Because it’s accurate.

Of course this isn’t brand new (what is?) and even as a junior lawyer in hierarchical law firms in the 90s, I experienced respectful and collaborative leadership from most of my “boomer” senior colleagues.

However, for those of us who might have grown up steeped in more of a command and control, do-it-because-I-said-so, jump/how high approach in workplaces, this new way of thinking can be quite disorienting. The old way is like water to a fish – invisible… until it isn’t.

What does all this mean if you’re a law firm partner?

So, how can Gen X law firm partners, almost all of whom have only worked in a deeply hierarchical culture, navigate this new terrain whilst still working profitably and managing risks? Here are some thoughts:

1. Open the Conversation

Transparency is key. Explain the reason behind certain policies or procedures, especially those that seem non-negotiable. Once people grasp the 'why', especially regarding risk management, they're more likely to respect the rules.

And be open to reconsidering the ‘why’. Just because something has always been done or viewed a certain way doesn’t make it immutable. Return to the office mandates are a key example here!

2. Co-create Working Styles

The days of junior lawyers treating every partner request without question as both urgent and important are over - and in my view, that’s a good thing. Embrace the collaborative approach. Sit down with younger associates to discuss how they work best and find a middle ground. It’s about blending experience with fresh perspectives.

3. Empower with Responsibility

Gen Zs (just like, who’d have thought it, other humans) often thrive when given responsibility. Let them take charge of tasks, but ensure they're well-versed in the potential risks. By acknowledging the importance of their role, they're more likely to be vigilant.

4. Have a Mindset of Two-way Mentorship

Yes, you have invaluable experience to offer. But remember, they bring a fresh lens to the table. Think of yourselves as peers on the human level… because that’s what you are. Hold your assumptions loosely and let this be a two-way street where both parties learn from each other.

In a nutshell, the evolving landscape of law firm hierarchies isn't about dismissing the old or mindlessly embracing the new. It's about understanding where each side comes from, bridging the gap, and working together to manage risks and drive great outcomes effectively. By doing so, law firms can harness the strengths of all generations, leading to a more respectful, robust, dynamic, and successful environment.

Until next week,

Take care of yourself and others,

Madeleine

PS If you’d like me to work with you as you flex your law firm leadership style to meet the new ways of working, let me know and please share with anyone you think may benefit.

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