A Shift in Training Methods for Legal Talent to Ensure a Thriving Future

In 2024, the legal industry faces an ongoing battle for talent, particularly among associates with two to eight years of experience, according to an article by Attorney at Work. Senior attorneys cite concerns about work ethic, communication skills, and perceived lack of common sense among newer lawyers.

It can be challenging to provide clear guidance to millennial and Generation Z lawyers who desire value but may become overwhelmed without explicit direction, goals, and expectations. The traditional approach of expecting them to figure it out on their own often leads to high turnover rates, low billing, and disinterest in partnership tracks. 

According to the article, outdated training methods can hinder firms from achieving future success, improving profitability, mitigating risks, and providing excellent service to their clients. It is important to note that the financial investment in recruiting, hiring, and training a new lawyer can range from $480,000 to over $950,000 in the first year alone.

Despite these substantial costs, many firms fail to accurately measure the expenses associated with bringing on new associates. Furthermore, losing associates can incur additional intangible costs, including a “toxic trickle-down” effect, copycat quitting, damage to the firm’s reputation, low morale, and difficulties in succession planning.

Law firms need to shift their training methods and invest in the success of younger lawyers. This investment should go beyond monetary compensation and must focus on creating a safe learning environment, providing explicit directions, and training associates to act as lawyers. To ensure a return on investment in young lawyers, the article recommends teaching them critical thinking, attention to detail, time management, project management, leadership development, executive presence, record-keeping, billing skills, and an understanding of the firm’s overall profitability.