Some people dwell on the differences among the various generations in the workplace and see them as obstacles to productivity and serenity. Others ignore the differences or deny that they are real, saying that we all are individuals. The observed truth lies somewhere in between. Ultimately, being aware of generational patterns and attitudes is valuable when design-ing workplace strategies and interacting as team members, mentors/mentees, coaches, and supervisors.
In this article I specifically concentrate on the three generations—Baby Boomers, Generation X, and Generation Y (or Millennials)—that account for most of the workplace population today. I discuss what each generation is looking for in work and career that you need to tap into, assumptions to challenge, why and how the typical law firm culture actually plays against what it takes to retain both lawyers and staff, and some strategies to better meet engagement and retention objectives.
Things to remember about each generation. Many generational attributes are reflected in workplace behavior. Keep these in mind when developing engagement and retention strategies: