Abstract
A commentary on the current generational hype about Millennials in the workforce, especially regarding mentoring programs. Mentoring programs have been targeted as needing to change because of the perception that the Millennial cohort is very different from other age cohorts, and this author sets out to prove otherwise. Communication and compatibility between the mentor and mentee are indicators in whether that relationship is successful or unsuccessful. Also discussed is a mentoring program which has recently been expanded at the Pennsylvania State University Libraries.
Highlights
In my experience, most assumptions about the millennial label are faulty, especially with respect to professional development and support
There is no shortage of webpages talking about millennials, known as “Generation Y,” in which experts in the field of generational cohorts cannot even agree on which dates the label should be applied
While most may agree that the age cohort can be defined as those born between 1980 and 2000, even this is disputed (EchoBoom, 2010; Generation Y, 1993; Hoover, 2009; Howe & Strauss, 2000; Strauss & Howe, 1991)
Summary
Most assumptions about the millennial label are faulty, especially with respect to professional development and support. Pennsylvania Libraries: Research & Practice Millennials and Mentoring palrap.org generations from the same issues that they themselves faced in their own youth. Changing an established mentoring program that provides one-on-one support from a senior colleague to peer-mentoring, speed-mentoring, or reverse-mentoring is not going to fix the perceived problems of generational differences.
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