Are we just putting lipstick on pigs?

Greetings blog readers!

As we discussed last blog post, the workforce of today has changed significantly, and it’s not just the new generation that is driving this change – many of us want something more out of the work that we do, myself included.

It seems to me there are two emerging themes coming through as Gen Y starts to make an impact and brings a new set of values. These values are so refreshing, and point to a very bright world ahead of us; a future we can believe in.

The two values I hear and see the most are, firstly, that the new bottom line for business is the impact you have on your community and the world around you – no amount of profit can make up for purpose. Secondly, that we don’t have to wait until we are rich or powerful, or until we actually know the law, to make a difference. We can act right now.

In essence, who wants to wait until we retire to enjoy the spoils of our toils? When we are old, health is dubious, hip and knee replacements become the topic of dinner conversation and income stops flowing…?!

Let me put a little bit of reality into this, as these conversations are going on everywhere  – law firms included. In one of our recent candidate workshops, we had two solicitors attending who were clearly unhappy in their work. What it seemed to come down to, was that their values of what was important were not aligned with the firm’s perceived values. For them, the firm’s value was all about making money, profit, targets and billable time. There is no soul or greater sense of purpose if what we do is measured solely on how much money we make. Yes, we’re all in business to make money, however, isn’t it more rewarding to find a purpose that inspires us, and know how people change or benefit as a result of what we do? Does your client get a resolution on a family law conflict? Do they get a well-crafted legal contract that stands the business in good stead? Do they get a property transaction that runs smoothly and the parties’ interests are well looked after? Having worked with the legal professional for a few good years, I have met many who really do care about the advice they give and the work that they do.

I would estimate that close to 70% of solicitors who seek our help in finding their next role ask us what’s available in-house, before they even consider turning their mind to private practice. For increasingly more solicitors, private practice is becoming a last resort. Talented lawyers are walking away from traditional law firms because those firms’ values and purpose do not align with what they as individuals believe. How do we get the ‘good’ back into law and what you do?

Yep. Still a pig.

The misalignment of this workforce with the traditional law firm values is going to, and in some cases already has, reached crisis point –  when succession fails to get traction because solicitors coming through now do not want what the firm has to offer.  In some cases, it’s like ‘putting lipstick on a pig’ – wipe off the lipstick and you’ve still got a pig.  (I heard this expression recently used to describe recruitment companies who put lipstick on a pig and call it “innovation”!)  Don’t get me wrong, there are solicitors out there who pursue and want a fulfilling career in private practice and do want ownership, but tide is certainly turning.

Solicitors now have options for multiple career paths; way beyond climbing ‘the partnership ladder’ as most law firms see it. In-house, contract, new start-ups, in business, periods overseas, time out of work to ‘do good’ are just a few of the valid options solicitors are now pursuing. Management, legal executives, legal secretaries and office support have always had far greater options to work in other professional and industry sectors. However, over the years I have often found that once they have worked in law, should they take a break, they often come back as they love the professionalism, the challenge and structure that a law firm offers – isn’t that a great thing? Looking ahead, as we need to do, there is a new shared responsibility for the world of work which in turn can drive increased loyalty as firms and employees work together to create new, customised career paths (much like the Deloitte example from our last blog).

So there you have it – my thoughts on the current world of work, and I haven’t even started on the gender issues…However, I’d have to say that with more females now being admitted, that this new paradigm of thought will not go away. So let’s embrace it, find the love in what we do and get the purpose back into our working lives!

-Judith Eller, Director, Legal Personnel