Discussions of generational differences are not new to law firm leaders. For over a decade, starting when the first millennials graduated law school, efforts to seamlessly integrate—or, perhaps in some cases, strong-arm—new hires into the law firm business model have been a source of focus; and, for many, consternation. Distinct contrasts in ways of working, personal motivators and prevailing attitudes have left many leaders frustrated and disillusioned.

Responses on social media to Paul Hastings’ training slide, ranging from applause to sharp criticism, evidence exactly how disparate people’s outlooks are when it comes to workplace standards.