New legal graduates and professionals bring more than just their
degrees—they bring fresh ideas, perspectives and a strong
desire to succeed. However, alongside these aspirations, many have
clear expectations about what they need from their employers in
order to thrive in their roles. They aren't just seeking jobs,
they want environments that will still promote work-life balance and
inclusivity. While they are willing to listen and understand what
their employers want, they're also expecting the same from
firms. By fostering an environment where both individuals and
organizations can thrive, employers can harness the potential of
their new hires while ensuring mutual success. Here's a look at
what new legal professionals want their future employers to know
about their expectations.
1. Work-Life Balance Is a Priority
This isn't about shirking responsibilities or avoiding hard
work—it's about sustainability. The legal profession is
undeniably demanding, with long hours and constant pressure being
a reality for many. Students entering the field are fully aware of
these expectations. They understand the commitment and effort
required to succeed. However, they are also advocating for a more
balanced approach to work.
The next generation of legal professionals is seeking a healthier
way to navigate these challenges—one where burnout doesn't
have to be the norm. They aren't just asking for balance for
themselves but for everyone across all levels of the firm. This
can be achieved through thoughtful measures like equitable work
distribution, offering hybrid or remote work arrangements, and
recognizing the value of time off to recharge. By fostering
balance, employers can create an environment where their teams are
not only productive but also engaged, motivated, and loyal over
the long term.
This call for change ties into a broader conversation about the
drawbacks associated with the legal profession. Many lawyers still
feel that 60-70 hour workweeks are a rite of passage to success.
Challenging this notion and promoting healthier work practices is
essential to ensuring the future of the field is both sustainable
and inclusive.
2. Clear Communication & Constructive Feedback
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Clearly articulate expectations and goals:
Ambiguity leads to confusion, unnecessary stress, and
inefficiencies, particularly for young professionals eager to
make a positive impression. It's the same as if your boss
simply looks at you and says the four ominous words no one likes
to hear, “We need to talk”. What does that mean?
Clearly define expectations from day one, remove uncertainty
and provide employees with a roadmap for success. This
includes outlining responsibilities, setting achievable
deadlines, and communicating the desired outcomes of specific
projects or tasks.
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Provide constructive feedback: Regular,
thoughtful feedback is the cornerstone of professional
development. It allows employees to identify their strengths and
address areas of improvement, helping them grow in their roles.
This goes beyond only pointing out mistakes, constructive
feedback means to also offer actionable insights and guidance on
how to improve. For example, rather than saying, “Your argument
isn't good enough.” Constructive feedback might suggest,
“Your argument could benefit from a more structured
approach—consider…”
Providing feedback also demonstrates that the employer values
the employee's contributions and is invested in their
success. When feedback is delivered with respect it builds
trust and encourages employees to seek out learning
opportunities. It also ensures that their work aligns with the
firm's standards.
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Encourage open dialogue:
An environment that fosters open dialogue is one where employees
feel comfortable sharing their thoughts, concerns, and ideas.
When employers actively listen to their teams, it creates a
culture of mutual respect and collaboration. Open dialogue helps
to identify potential issues early, allowing for proactive
solutions rather than reactive measures.
This focus on communication highlights a generation that values
transparency and ongoing growth. Employers who take the time to
provide feedback and foster open discussions demonstrate that they
are invested in their employees' success.
3. Mentorship and Growth Opportunities Matter
New legal professionals don't just want a job; they want a
career with opportunities for development. Mentorship is
particularly important as young lawyers navigate the steep
learning curve of their first roles. Respondents emphasized a
desire for:
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Training programs and mentorship opportunities:
Mentorship is invaluable. Working alongside experienced
colleagues provides essential guidance on the intricacies of
the legal practice which can include:
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Technical Skills - Mentors can offer
practical insight on drafting legal documents, conducting
research, or navigating complex case law.
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Soft Skills - This can revolve around
client communication, courtroom strategy, and professional
networking, what works and what doesn't.
Mentorship fosters confidence and provides a trusted resource
for navigating challenges. It helps young professionals feel
supported and encourages them to take risks and grow, knowing
they have guidance along the way.
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Clear pathways for growth:
When young professionals see a clear path forward, they are
more likely to commit to the firm long-term. It gives them a
sense of purpose and direction, motivating them to perform at
their best. Young professionals want to see how they can
progress within the firm, whether that's through
promotions, leadership opportunities, skill-building, or
exposure to diverse and complex casework. You can do this by:
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Establishing Transparent Criteria —
Outline the benchmarks for promotions or raises so employees
understand what's required to move up.
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Diversifying Assignments — Rotating
employees through different practice areas or types of cases
helps broaden their experience and keep their work engaging.
For employers, this means creating an environment where junior
staff feel supported and encouraged to learn. Investing in
mentorship not only benefits the individual employee but also
strengthens the firm's talent pipeline.
4. An Inclusive Work Environment
Beyond salaries and opportunities for growth, the overall
environment significantly impacts job satisfaction, productivity,
and long-term commitment. Even if the work can be fulfilling, if the
firm's environment is toxic, the likelihood of the employee
staying is slim. Workplace culture is a critical factor for new
legal professionals as they evaluate potential employers. New legal
professionals highlighted two cultural attributes they value:
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A friendly and collegiate atmosphere:
A supportive and welcoming office culture can make even the most
demanding roles feel more manageable. For young legal
professionals who are often juggling steep learning curves and
high expectations, working in an environment where colleagues
collaborate and support one another creates a sense of
camaraderie and shared purpose.
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Inclusivity and respect:
Employees are increasingly drawn to workplaces that celebrate
diversity and foster an inclusive environment. For new legal
professionals, feeling respected and valued regardless of their
background, identity, or personal circumstances is essential.
Firms that prioritize culture reap numerous benefits. A positive
workplace not only attracts top talent but also reduces turnover,
saving time and resources spent on recruitment. Additionally, a
culture that values collaboration and inclusivity leads to higher
employee engagement, stronger morale, and more innovative solutions.
5. Fair Compensation and Job Security
Law school isn't cheap. According to
Career in Law, the average law degree in Canada can cost an average of
$20,700/year and in three years—which is the average law
degree program—it can cost upwards from $100,000. That's
a lot of student debt to accrue. Of course after school, and into a
job, there is also the cost of living to consider. Depending on
location, lifestyle, and housing options, living expenses could
range from $15k-$20k a year.
Most new hires are not looking to be making six-figures.
They're looking for stability and financial fairness that will
allow them to work off their loans while still being able to pay
rent, pay utilities and so on. Many new legal professionals are
looking for:
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Fair and livable salaries:
Compensation plays a pivotal role in any employee's
decision to join and stay with an organization. Fair and livable
salaries are not just about meeting market standards but
ensuring employees can afford a decent quality of life.
Compensation should align with the cost of living in the
location, transportation, healthcare, and other necessities.
Furthermore, the demands of the role–such as complexity,
required skills, and level of responsibility–should be reflected
in pay scales.
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Job security:
Job security means stability and peace of mind–essential
elements for maintaining focus and commitment. Knowing that hard
work and dedication will lead to long-term opportunities within
the firm creates a sense of purpose and belonging. In other
words, it gives them something to work towards and succeed. When
professionals are confident in their stability, they're
more likely to invest fully in their roles, contribute
creatively, and engage in the company's mission.
Addressing these concerns is critical for fostering loyalty and
reducing turnover. Offering competitive compensation and clear
communication about job stability can help employers build trust
with their teams.
6. The Value of Recognition & Constructive Criticism
These emerging professionals recognize the importance of hard work,
but they also expect their firms to acknowledge them as whole
individuals—not just contributors to the bottom line. They place a
strong emphasis on being recognized for their efforts and
achievements. Without meaningful recognition, organizations risk
losing the dedication and loyalty of their employees, which can lead
to higher turnover rates.
Recognition is more than just a morale booster; it helps employees
feel valued and respected. For new hires and recent graduates, in
particular, it can significantly impact their confidence and sense
of belonging. Providing acknowledgment early in their careers
fosters motivation and engagement, setting the stage for long-term
success and commitment within the organization.
Final Thoughts: Building a Collaborative Future
The expectations of new legal professionals reflect a desire for
workplaces that are both challenging and supportive. They are ready
to meet the high standards of the legal profession, but they also
want to work in environments that prioritize growth, balance, and
respect.
For employers, meeting these expectations isn't just about
being accommodating—it's about recognizing that a supportive,
communicative, and inclusive workplace is better for business. When
employees feel valued and respected, they're more likely to
perform at their best, stay with the organization, and contribute to
its long-term success.
By listening to the voices of new hires and fostering an environment
that balances excellence with humanity, law firms can create a
culture where both employees and employers thrive.
