Balancing Work and Life–Starting Junior Professionals on the Right Track
As law firm attorneys and staff know, the legal profession can take a toll on mental and physical well-being, and many feel the need to sacrifice their personal lives in the flurry of clocking billable hours, responding to clients as quickly as possible, and juggling stressful situations. It can be difficult to focus on personal, as well as professional, growth.
That’s why BARBRI Professional Education created the Well-Being Series, which has been developed specifically to help firms with their commitment to the ABA’s Well-Being Pledge Campaign to improve the substance use and mental health landscape of the legal profession, and to help legal employers support a healthy and sustainable work environment.
And while it’s critical for professionals at every stage of their careers to prioritize personal interests alongside career growth, this is particularly true for junior professionals. By learning these tools and mindsets early in their careers, younger attorneys and staff develop healthy foundational habits that will benefit them for decades to come. And when law firms provide these tools and create an atmosphere that aligns personal values with professional advancement, they foster a climate of satisfaction, retention, and ongoing success.
Today’s junior lawyers are also defining success on their own terms. They are typically part of Generation Z, usually defined as those born between 1997–2012, and the Millennials, born between 1981–1996. These younger lawyers tend to have different interests, priorities, and learning styles than previous generations, although no generational group is homogeneous. And these newest attorneys and staff value work-life balance, even as they work their way up the law firm ladder. To retain these attorneys, law firms need to make work-life balance not just a goal, but a practical part of firm culture. According to a recent survey by the NALP Foundation for Law Career Research and Education, although associates ranked compensation as the top reason for deciding to stay at their firms, it was followed closely by work-life balance and career path.
So, how can law firms help these Millennial and Gen Z attorneys reach their full potential and align their personal and professional interests? It’s important to understand what young lawyers value and to tailor professional skills development in ways that allow them to grow. Millennials are generally motivated by purpose, passion, and engagement. They prefer personalized, customized options that connect to larger considerations. They are also seeking resources that match their interests and goals, including those that address the topics and areas that motivate them. Gen Zers are typically driven by creativity, curiosity, and collaboration. They are looking for diverse, inclusive sessions that reflect their values and beliefs.
By investing in junior professionals and allowing them to bring their full selves to their jobs, law firms can ensure their continued success for years to come, which benefits attorneys, clients, firms, and the entire profession.