Uncategorized
This article was originally published by Bloomberg.
It was the first meeting with the client, a technology company that had built a fast-growing social media platform.
Randy was his firm’s undisputed resident expert in new media, but he needed another attorney — a Millennial — to accompany him, someone who would be better able to relate to his prospective client, Mark.
With much trepidation, Randy brought a younger associate to the meeting.
A few hours later, Randy returned to the office. The idea to take a younger associate to the meeting was spot on: Randy obtained the business because the associate and Mark hit it off on a personal level.
In the Randy example, taking a younger attorney to the meeting may seem obvious. Know that less-than-obvious situations will also arise where including younger generations can be a competitive advantage.
For the first time in history, there are four generations in the workforce—Silent, Boomer, Gen X and Millennial. Each has its own distinct markers and preferences. The generational shift, both within law firms and among clients, presents incredible opportunities for savvy lawyers and law firms who will take the time to understand the different generations and take the steps to customize their business approaches accordingly. For those who don’t, continued internal generational strife, increased turnover and client loss will follow.