Who Guided You? Gen Y’s Expectations of Mentoring
When you look back at how you started your career path, who was most influential in your decisions? Did you have parents who gave you sage advice? Was there a boss who took you under your wing and provided guidance? I know that my thoughts immediately go to my mentor who was essential in jumpstarting my career.
We’ve talked about the benefits of mentoring a Gen Y employee, whether to gain insight into a company or explain complex subjects such as finance. This week, we’ll discuss the best practices of growing a mentor-mentee relationship and also take a look at a Washington, D.C. business owner who understands the power of mentoring in her company.
For now, let’s go back to my original question: Who did you consider a mentor and why would you consider them a credible source of guidance? Generation Y grew up with constant feedback from parents, coaches, and teachers – and they would like that same types of advice from their employers. According to Psychology Today’s report of 2009 Pew Center research, mentorship is key part of leadership training.
So what do Gen Y employees expect from a mentoring relationship? Here are a few starting points:
- A good fit: While Gen Y believes in the old adage that they “could start a conversation with a brick wall,” they want to connect with a mentor. I’ve often suggested to Gen Y job seekers that they need to make a list of qualities that they know they do not possess as a way to grow. They can pick a mentor that not only has those qualities but one with whom they feel a connection. Gen Y will generally look at an experienced professional and try to see themselves as that person in 20 or 30 years. If they feel that type of attachment in a mentor, they will act like a sponge.
- Homework: Yes, homework. Gen Y devours information and knows that, in order to be successful, they must continue learning. Any reading you can recommend is helpful, especially if you can discuss what they learned in some of your mentoring meetings.
- Routine: A scheduled meeting time every other week or every month leads to accountability for both the mentor and mentee. While a Gen Y’er wouldn’t necessarily ask for a set time, they appreciate the effort. This also helps them gauge their efficiency in time management.
- Follow-up: If you’ve talked about different topics, possibly time management or great leadership readings, Gen Y wants to continue answering questions about those topics. Follow-up about prior conversations helps solidify the leadership skills they gained in previous mentoring sessions.
Despite the “I can do anything” persona, Gen Y’ers do have many questions about what it takes to “make it” in today’s workplace. If you can provide a helpful hand and listening ear, you can really help shape Gen Y’s future – and learn more about yourself in the process.
Weekly Poll
Last week’s results: What is your preferred method of communication when networking?
- Informal social networking sites (i.e., Twitter) – 38%
- Face-to-face – 31%
- Email – 23%
- Professional social networking sites (i.e., LinkedIn) – 8%
- Phone – 0%
About the Author
Amy Liz Martin is a PR professional whose work centers on social media, media relations, corporate relations, publicity and cause-related PR campaigns. Amy was a fundraiser and event communications chair for the American Cancer Society, ran small development and communications campaigns for the International Center for Journalists, and led social media publicity efforts for artists at EMI CMG Label Group. She earned her master's degree in mass communications/public relations at Louisiana State University and is a member of the Public Relations Society of America.
