Thanks for the input! I think the firm is pretty good about obtaining feedback. The firm regularly has anonymous surveys, there are meetings to inform associates about the firm's goals and financials, etc.
My personal wishlist of changes have nothing to do with quality of life. For example, because of the nature of our clients and the large stakes of our cases, there are litigation associates who make it all the way to partner without ever first or second chairing a jury trial - there are always lots of grumbles like that. Having a few clients with routine, low volume cases (think personal injury defense for big box stores) would give associates the chance to get real experience, which would help them gain more responsibility with bigger clients. Or requiring every associate to handle one low- or pro-bono case per year to get the experience of litigating a case solo.
That said, work/life balance is huge reason why people leave firms - smart, hardworking people who are great attorneys. We need them to stay! That is why I'm asking the hive.
So, when you meet, you might inquire as to the partners' perception of what role generational shift is playing in some of the recent departures and whether there is interest in exploring the firm's ability to position itself as 'getting' those issues in a way that will enable it to attract and retain top talent, as well as clients that will increasingly be managed and led by Millenials. In other words, I wouldn't approach the discussion as their needing to give up something to satisfy 'quality of life' issues for younger lawyers (which is often how these conversations go), but rather how an ability to tackle wider generational shifting thinking about the work place can make them more competitive and successful.
This is a great way to frame the conversation.
Yet part-time requests, sabaticals, home office time etc. are still being denied frequently. A male associate taking two months parental leave (out of 12 that he could take...) has just been told to take care to not let his skills get rusty...
This is such a great point. Policies don't matter if the culture doesn't match up.
The 35 and under generation has watched two recessions, layoffs, and are generally a little more frugal. They are willing to choose time and interesting work over money.
I think is the biggest difference between me and older lawyers. Back in the day, if you were a white male with the right personality willing to sacrifice time outside of work, you could make partner. And there would be work for you. And you had a stay at home wife to make sure you were clothed and fed properly.
Now, long term clients can destroy a practice group any second by taking their work in house or changing to a smaller firm with lower rates. And attorneys aren't willing to miss their kids whole childhood when the firm could implode with little prior warning.
I will never feel 100% secure in my job, no matter how great things are going. I saw too many market contractions, too many layoffs. I can bill a million hours a year and tick every associate box, but if the finances don't happen to be aligned when I'm the correct number of years out of law school, I won't make partner. While I'm willing to work hard for a long time to make partner (I want FI, but not RE), I'm not going to destroy my entire personal life for it.