There are few things that journalists like more than surveys - often interesting and, more importantly, easy copy.
So on receiving a Law Society press release last week (see below) entitled "Law firms need to adapt to Generation Y career expectations", based on a survey, we were very happy.
Well done to the Law Society press office for making it sound good, and indeed it was faithfully reported. But on closer inspection (and this is what you always have to do with surveys), was it saying anything remotely surprising?
The key findings to support the headline were that lawyers aged 25-34 are more likely to change jobs than older counterparts, and are less involved in making strategic decisions about the future of the business. Indeed, the Law Society connected these two findings.
But it's not a great revelation that younger people move jobs and don't influence their employer's strategy. Is Generation Y any different from Generations A to X when they were starting out in their careers? I doubt it. (Which is why we took a different angle - we wouldn't let a survey go to waste, after all.)
This is not to have a go at the Law Society per se (and I wish I could be holier than thou about publishing surveys that on closer inspection have limited editorial merit - sometimes you just need to publish something). It's more to see it as a missed opportunity to explore a very interesting issue.
There is a lot to say about the changing expectations of the new generation of workers, how some employers are responding to them, and the risks for those who do not. Employee ownership has become an interesting topic made possible by ABSs (see Triton Global, for example), while the other week we reported on a pilot at East Anglian firm Ashton KCJ to replace annual leave entitlement with a more flexible 'paid time-off' policy.
I'd urge you to read this report on the future of working in the law - written by one of my favourite legal 'futurologists', Jordan Furlong - but otherwise work on how this vital element of legal practice may develop is currently in short supply.
Millennial mobility is an emerging risk for employers. Employers face a growing battle to hang on to young legal talent because this group are open to switching between jobs and organisations more frequently. In the survey, 35 per cent of 25-34 year olds say they are likely to change jobs in the next 12 months, compared to just 26 per cent of the overall sample, and the highest of any group.