You can’t help but notice how the workplace has changed within the last decade. Most businesses have become more streamlined. Others have evolved into a more diverse workforce, while still others have become more technologically advanced. Generational change is also a large part of the new landscape of the business model. The following six articles highlight some of those generational changes that have altered our overall notion of what work is and means in today’s workforce.
Millennials have already begun to make inroads into the law-related workforce, where in some cases, they have altered how the practice of law is conducted. But what about the law firms themselves, particularly those who do not have Millennials on their legal staff? How are those firms handling the Millennial clientele? As this article explains, Millennials are expecting a much different legal experience than older clients. From diversity to predictable pricing, to choice and customization, Millennials’ demands need to be considered. Otherwise, they’ll take their business elsewhere.
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As Millennials enter the workforce, many law firms have found that managing this emerging generation requires a style and technique that is much different from how Baby Boomers and Generation Xers are managed. Despite the bad rap of being spoiled and entitled brats, Millennials understand that they have to work like any other age group. In fact, they want to work, though not just for the rewards that generations before them worked for, such as money and benefits. And because Millennials by-and-large are entrepreneurial, they want to grow and evolve within a job, not just punch in, do the job, and then punch out. Most of all, HR and managers alike – particularly in law firms – should know that Millennials want to be included and mentored, not given directives and bossed.
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With the coming and going of each generation, some attributes get passed onward between the generations, while others fall by the wayside. Of course, it is these attributes (or a lack thereof), that recruiters have to be aware of. The problem is many Millennials do not know how to use recruiters, let alone know recruiters exist. Their form of recruitment lies in social media, snapchats and texts. Generation Xers on the other hand still rely on what are becoming the old school techniques of phone calls, face-to-face conversations, and recruiters to help them find employment.
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Believe it or not, Millennials know what work is. They understand the concept of work, and realize that as they grow older, that concept will become a reality, in which they will begin a flourishing career. Of course, like any generation before (or after) the Millennials who are job seeking, a job description can have a massive impact as to whether they apply to the job or not. This is why it is important for job makers and HR employees to carefully word job descriptions which will attract all generations.
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There comes a time when the old school ways are new again. For example, reading a book as opposed to reading off a tablet or smartphone can be a refreshing change. Holding a newspaper instead or receiving an endless barrage of news-related tweets can also have its tactile reemergence. For the Swedish company Ericsson, recruitment has performed a complete 180-degree turn, in which the computer is shut down and the phone is picked up, and summer interns are released into the public to speak with job seekers about employment at the company.
A number of emerging businesses, particularly those businesses that are quickly growing, simply feel no need to have an HR department. HR duties are instead farmed out among existing employees, or HR software tools are put in place. Some companies even hire off-site HR companies to manage their human resources-related issues. This, however, is an untenable solution, particularly with Millennial workers who, if their needs aren’t fulfilled, will simply leave for another job. A true hands-on approach is needed for these young workers, making HR departments more needed than ever in today’s workforce.
