How Law Firms Can Engage & Retain Millennial and Gen Z Talent
As Millennials and Gen Z professionals become the driving force in the legal workforce, law firms must rethink how they deliver legal performance reviews. These younger employees bring fresh energy, high expectations, and a desire for growth and feedback far beyond the traditional once-a-year evaluation.
In today’s competitive legal market, retaining top talent requires more than just salary and prestige—it requires a relevant, purposeful, and future-focused performance review strategy. At Collier Legal Search, we help Houston law firms recruit and retain exceptional legal professionals, and we’ve seen firsthand how the right performance review approach can strengthen employee engagement, loyalty, and long-term retention.
If your firm is ready to modernize its approach, here are five essential strategies to upgrade your legal performance reviews for Millennial and Gen Z staff.
1. Evolve Beyond Outdated Annual Performance Reviews
Millennials and Gen Z employees want continuous feedback, not just a yearly review. According to Forbes, 74% of Millennials report feeling “in the dark” about their performance, and Gen Z, raised in a world of instant responses, expects more frequent communication (Inc.).
Shifting from a single annual evaluation to regular check-ins, project debriefs, open communication, or monthly progress conversations can make a difference for law firms. Integrating more frequent legal performance reviews helps law firms identify growth opportunities earlier and reduce turnover risk.
2. Tie Reviews to Purpose and Progress
Millennial and Gen Z employees are motivated by purpose. Harvard Business Review notes that Gen Z values work that aligns with personal beliefs and career goals. In law firms, that means showing younger professionals how their work—whether managing litigation support or contributing to a trial team—directly impacts clients, the firm’s mission, and future careers. A modern legal performance review should focus on accomplishments and how the employee’s role fits into the firm’s long-term vision.
3. Make Reviews a Two-Way Dialogue
These generations don’t want a one-sided evaluation. They want to participate in the process—bringing their reflections, questions, and feedback. Gen Z, in particular, values mentorship and coaching-style leadership, not just top-down assessments. Firms can encourage employees to come prepared with a self-assessment and career development questions. Use the review meeting to discuss what’s working, what could improve, and what resources they need to thrive. Two-way legal performance reviews foster trust, increase transparency, and strengthen employee-manager relationships in law firms.
4. Focus on Actionable Feedback and Career Development
Millennials and Gen Z workers expect detailed, actionable feedback and want to know what’s next. Vague praise or generic comments like “good job” don’t carry weight. According to Business News Daily, Millennials are likelier to stay with employers who invest in their professional growth.
Employers can be clear about strengths and areas for improvement and then set short-term and long-term development goals. Feedback can be aligned with the employee’s career trajectory, whether it’s increasing courtroom exposure or building project management skills.
5. Create a Feedback Culture, Not Just a Review Process
To truly engage younger legal professionals, firms need more than structured performance reviews—they need a culture where feedback is continuous, encouraged, and valued.
Law firms, especially those with high-pressure environments, can greatly benefit from normalizing feedback as a daily tool. Partners, supervisors, and team leads should regularly provide input and recognize successes.
The traditional legal performance review is no longer enough to retain top legal talent. Today’s rising legal professionals want clarity, mentorship, and consistent feedback that aligns with their goals.
Retention of in 2025 isn’t about gimmicks or surface-level perks — it’s about fostering an environment where legal professionals feel seen, supported, and challenged. Candidates consistently tell us they value a strong culture where firm values are lived by leadership. They seek clear growth opportunities, whether through upward mobility, cross-training, or leadership development. Regular recognition, respectful feedback, and a people-first mindset build lasting loyalty. Employees also want purpose and connection — understanding how their work supports the firm’s mission and experiencing transparent communication and collaboration across teams. Finally, with burnout a persistent concern in the legal field, firms that prioritize wellness through mental health support, manageable billable expectations, and meaningful time off will lead in attracting and retaining top talent.
At Collier Legal Search, we partner with Houston law firms to provide access to exceptional legal professionals. Ready to level up your legal team? Contact us today to find out about our available candidates and to learn how we can support your hiring and retention goals.