Increasingly, four generations of lawyers can be found working alongside each other. That reality holds great implications for recruitment, retention and advancement at law firms because generational identities affect expectations and behaviors.
In fact, with the newest generation less likely than any before it to conform and follow in the steps of predecessors, the law firm structure seems in for dramatic change. Wide variations in communication styles, attitudes and approaches will affect working relationships, client relationships and the success of legal organizations.
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