Transition is rarely easy.
That's why rites of passage for milestones such as degree-getting have ceremonies and celebrations attached. Then, it's expected the person will move on The Next.
Well, reports Law.com, that's not happening, not as law firms have anticipated.
In fact, some observers are picking up on what they label "arrested development" among young lawyers. They are not where they should be in becoming integrated into the usual functioning of law firm.
Among what might be holding them back are factors including:
How law firms currently make use of very junior lawyers. (hey, haven't you heard about partners poaching associates' work?)
Less mentoring and fewer development programs. (corporations dumped that decades ago and adopted sink or swim)
Unavailability of in-person interaction. (remember how our superior could sense we were in distress by just reading our body language, despite our gushing how well we were doing on the new job?)
Law.com indicates this may not be a temporary aberration. There could could an emerging trend that new JDs just can't parachute into the complex world of practicing law. Not when the system lacks the developmental infrastructure of the past.
Face it, those who could be investing the time and energy ensuring the success of new associates are struggling to protect their own jobs, justify large bonuses and be promoted. The senior associate wants to be partner. The partner wants to be chairperson of the firm.
But this failure in onboarding is not restricted to law firms. As a career coach, increasingly I hear what I call The Horror. After the euphoria of being hired, the newbies receive no direction or even a set of "rules." Then they are reprimanded for not doing what was expected but which they were never informed about.
In a situation of auch no-support, here are my 4 recommendations:
Accept that it's sink or swim. You have to figure out the game, such as what's important and what they really want, and then do that. Don't get defensive when reprimanded. Thank them for the feedback. Essentially they want what's necessary to generate the results they need without bothering with any explanations. It's not fair. But it is becoming the standard MO.
Or, begin looking for another job or maybe launching you own business. Some jobs are still okay. Also, no surprise, some of the best and brightest have ditched the job route and are trading on Robinhood. They decide the job sandbox is full of landmines.
Focus on opportunities to add value. It always was that doing the job didn't get you much. The old fashioned way of referring to the road to job security and upward mobility is "showing initiative." If those in power recognize your utility to them they will invest in your success. They want you in their loop, even if that's not on the official organization chart.
Be cool. With the intense chase after jobs, dirty tricks are standard. New entrants to the workforce all too frequently share with their co-workers a negative perception about the situation. That can and often had been held against them. What is demanded is, what the British call, a stiff upper lip. In America, the term for that is "poker face." I advise clients to consider this non-sharing as The New Cool.
Unfortunately, the longer youth remains part of the system of higher education the more difficult it will be to take the leap into the kind of adulthood required by the labor market. While pursuing academic excellence, it would be smart to pick up a part-time job or gig assignment. Any kind. Security guard? Great. Stocking shelves in Home Depot? Sure. Delivering pizzas? You can do that on a bicycle.
Doing paid work socializes or resocializes students about how unique the game is which entails earning a living. Previous generations, those which hadn't been told to only focus on their studies, knew that. They did the education thing and, through part-time or even full-time jobs while going to school, kept in touch with the underlying rules of the workplace.
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