Why Understanding Multigenerational Teams Is the Key to Modern Legal Operations

Four generations. One workplace. That’s the reality for today’s legal teams. And while it creates unique opportunities, it also introduces new challenges in communication, leadership, and collaboration. 

In our recent Innovative Driven Insights, our conversation centered on generational diversity, and we unpacked what it really means to build, manage, and grow teams that include Baby Boomers, Gen X, Millennials, and Gen Z. Spoiler: it’s not about stereotypes. It’s about understanding expectations, values, and how each generation shows up at work. 

Innovative Driven’s Irasema Jeffers and Cheryl Downey were joined by Jason Klimpl, Partner at Tannenbaum Helpern. You can also watch the complete conversation, segmented by insight:

It Starts With Recognition, Not Assumptions

Every generation brings a distinct set of experiences that shape how they approach work. Baby Boomers may value loyalty and legacy, while Gen Z is often described as purpose-driven and digitally fluent. But the panel made clear: generational traits are not absolutes. They’re context. 

What matters is how leaders and peers recognize individual contributions while also appreciating generational nuance. For example, Gen Z may be early in their careers, but they’re navigating an incredibly complex, fast-changing world. And they’re doing it in public, online. That visibility shapes how they engage at work, from communication preferences to expectations around feedback. 

Redefining Career Growth and Stability 

A major theme in the conversation was the changing definition of “career stability.” For older generations, staying at a job for 10+ years was seen as a badge of honor. For younger generations, mobility and breadth of experience can signal ambition, not flight risk. 

This shift creates tension in traditional industries like law, where long tenure is often equated with trust and reliability. But framing generational movement as a lack of loyalty misses the point. As one panelist noted, “Gen Z’s expectations aren’t necessarily unrealistic; they just want more transparency. They want to know the roadmap, and they want to understand the ‘why’ behind decisions.” 

Communication, Coaching, and Meeting People Where They Are 

Mentorship came up repeatedly, but not in the “top-down wisdom” sense. Today, effective mentorship is reciprocal. Gen Z employees may want guidance on navigating office dynamics, but they’re also teaching older generations about technology, inclusion, and flexibility. 

The key takeaway? One-size-fits-all communication doesn’t work. Whether it’s providing frequent feedback, clarifying unspoken expectations, or choosing the right channel (Slack, Zoom, or email), cross-generational teams require intentional effort. 

For managers, that means asking more questions and making fewer assumptions. For example, instead of “Why aren’t they in the office?” the better question might be, “Have we explained what in-person time is meant to accomplish?” 

Breaking the Cycle: Moving Beyond the “Kids These Days” Narrative 

There’s a generational trap that every era seems to fall into: criticizing the one that comes after. But the panel urged leaders to reframe this instinct. Instead of lamenting differences, embrace the fact that each generation has something to teach the others. 

Gen Z, for instance, brings clarity around work-life boundaries, mental health, and purpose-driven careers. Those aren’t signs of weakness, they’re signs of progress. And if legal teams want to stay competitive, they need to adapt to a world where values drive retention just as much as compensation. 

Building Teams That Bridge, Not Break 

At its core, generational diversity isn’t a hurdle to overcome, it’s an asset to cultivate. But doing so requires listening, learning, and sometimes unlearning. 

Whether you’re managing a review team, hiring for an internal legal ops role, or leading a cross-functional case team, the message is the same: understand the full picture. And remember that creating space for all generations to contribute doesn’t dilute your workplace culture, it strengthens it.