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Cable television, mobile phones, personal computers, Internet, I-Pod and fast food were alien products from the yesteryears but part and parcel of the lives of Generation Y-ers. In fact, Generation Y-ers have never known life without technology. Technology is indeed the buzz word when it comes to Generation Y. Born post-1978, Generation Y dubbed also as the Millenials, are what the majority of young lawyers in the Malaysian Bar are today.

These Gen Y-ers are also faced with many employment opportunities. The usual options for graduates such as working at law firms, the judicial service or going back to teach are no longer the only options for law graduates. Law graduates can be whatever they want to be with a law degree. These opportunities make the idea of becoming a practicing lawyer not so alluring anymore.

Those who choose to practise usually quit after 2 or 3 years of practice, opting to become in-house legal counsel, going back to school to teach, or opening up their own businesses that may not have nothing to do with law. They believe opting out of practice will give them a better quality of life and hence, the question now is: if practice is able to give them what they want out of life, will that make these lawyers stay in practice?

Gen Y-ers want to enjoy life as well as to advance in their career. Quite different from their predecessors, a high salary and partnership are no longer the sole motivating factors for this generation. These new lawyers raise a bunch of different issues because they are less willing to sacrifice their lives for their careers. Their model of success is measured by having a balanced life that allows them to get the best out of work and to also focus on their interests outside their profession. The ideal law firms for Gen Y-ers are no longer firms with prospects of partnership, but the pulling factor is where the salary or the partnership track is different in that it might include the option of part-time work, during some periods, without reducing one's chances for partnership.

Due to this, they have been criticised for lacking in commitment, initiative and energy. a In a 2007 survey of business owners in Australia, Gen Y-ers have also been accused of being demanding, impatient and being bad at communicating by.

Another study by the Edge International professional services consulting firm, found that the 25- to 30-year-old group ranked the following factors as motivators at their jobs:

• time for personal life
• opportunities for advancement
• professional growth
• achievement
• intrinsic nature of work
• security
• leadership
• and being a member of a team.

A study in the UK, by Legal Week’s Intelligence Third Annual Employee Satisfaction Survey of 3000 junior lawyers found that only 1 out of 10 junior lawyers aspire for a non-senior role in their firm. These junior lawyers in the UK also cited ‘soft’ issues as the most important factors in defining their work satisfaction. The five important factors cited were:

• work life balance
• treatment by partners
• culture
• feeling valued by employees
• cooperation and team-work

The demands from Gen Y-ers raises another issue as to whether law firms should change and what is the ideal law firm. In a report by Leigh Jones in the National Law Journal, he stated that law firms have not kept up with the standards and expectations of Gen Y-ers. As young lawyers are the labour pool of law firms for the next ten to fifteen years, law firms should consider a change in the way they are run to accommodate these Gen Y-ers. Of course, this is easier said then done but some firms overseas have actually changed so that there is a more balanced work-life amongst their lawyers. In Canada for example, female lawyers are able to work from home when they start having children. Some big firms in the UK also equip their offices with facilities such as a gym, shower facilities, a mini-bar and a nursery to enable their lawyers to work in a nicer and less strenuous environment. Such ideas however, have not caught on in Malaysia.

Although many Gen Y-ers are leaving the profession or choosing other career paths, many have also decided to stay and the following are what Gen Y-ers are:

First among equals - Gen Y-er lawyers in the US have watched sports heroes discredited, heard a president lie and witnessed tell-all books debunking past heroes. Hence respect and obedience to an authority figure do not come automatically to them. They do not accept authority or “that is the way we do things” reasoning, and instead they ask why should they listen to you. They believe nothing is what it seems. Some may view them as disrespectful but law firms that welcome Gen Y-ers as legal professionals rather than as gripers will enhance their appeal.

Fast paced - Growing up with fast food, instant messages and cell phones, Gen Y-ers are impatient with anything less than instant. Speed is important to them and they need instant feedback, validation and rewards. According to a survey, reviews after six months and year-end bonuses do not provide meaningful incentives to GenY-ers. Law firms have to shed red tape and develop fast tracks for advancement such as mentoring with immediate reviews and rewards for progress.

Creativity vs. Precedent -Gen Y-ers are also known as multi-taskers. They practice “management candy: by seeking the maximum results with minimum efforts. In other words, they work smarter, not harder, especially since they believe they can do it all. They strive to get the job done and still enjoy life but unfortunately that is often mistaken as a lack of willingness to pay their dues (working long hours) as young members of the firm. A firm that is willing to encourage creativity, innovation and reward for getting things done with less rather then rewarding for “hard work and long hours” will attract Gen Y-ers and make great leap forward in client services and profitability.

Playing for a team - the desire to be a respected equal member on a team may be the strongest motivator for Gen Y-ers. Creating that team environment and welcoming Gen Y as an equal member is the most important thing a law firm can do to attract the cream of this new generation of legal professionals.

The young lawyers in Malaysia are no different from those in the UK, USA and Australia. Malaysian Gen Y lawyers express themselves in blogs, communicate via instant messages, read books from Chuck Palahniuk, keep in touch with their friends via social networks and go on weekend holidays. Does this affect their work performance? How do current legal firms keep them focused when they seem to be distracted all over? How do they assimilate with and submit to the demands of law firms which means brutal working hours and target billings? Gen Y lawyers are lawyers who want to advance to partnership but not at the expense of their personal life and they will shape the future law firms.

The NYLC believes that the Gen Y lawyers deserve the attention and deserve to be heard. Hence the topic entitled “The New Lawyers - Gen Y” is chosen as the first topic at the upcoming 3rd Young Lawyers’ Convention.

We have invited speakers comprising senior members of the Bar as well as young lawyers to share with us their views on legal practice, the ideal law firm and how they make the best of it from their busy schedules.

Themed “Independent, Innovative and International”, the 3rd Young Lawyers Convention will soon be held in Penang, from 18 to 20 January 2008 and one of the focuses of this Convention will be on Gen Y lawyers and issues that affect their lives. The organisers aim to create greater awareness and educate our young lawyers about adopting a more global perspective in their working lives.

The Convention is also on facebook at  and our blog. Please come and join us in Penang!

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